Human Resource Business Partner Manager

Function/Department description

The Human Resources (HR) Department is responsible for developing and implementing people’s strategies, systems, and policies that enable the organization to attract, develop, engage, and retain talent in alignment with business objectives and organizational values.

The department oversees all HR operations, including workforce planning, recruitment, learning and development, compensation and benefits, employee relations, and HR compliance.

HR acts as a strategic partner to management by driving organizational capability, fostering a high-performance culture, ensuring employee well-being, and maintaining compliance with labor laws and ethical standards.

Purpose of the position

The HR Business Partner Manager acts as a strategic partner to business leaders, enabling organizational effectiveness and driving people strategies that enhance performance, capability, and culture.

The role leads the implementation and continuous improvement of HR programs and processes across geographies and business units, covering organization transformation, talent management, learning and capability development, and employee relations, ensuring alignment with business objectives and company values.

Main Responsibilities:

1.        Translate corporate people strategies into actionable local plans and manage the annual HR budget for plant operations

2.        Coordinate with CoEs to review and propose adjustments or development of new HR policies/processes based on the current state and the company's annual objectives or when there are structural/strategic changes.

•          Deploy and communicate policies/processes to relevant stakeholders.

•          Act as a consultant to advise, clarify, and consolidate feedback/questions from stakeholders regarding related policies/processes.

3.        Work with LMT, Factory Manager and relevant parties to implement HR Programs/Projects at the factory in all organizational transformation efforts, ensuring effective transformation/implementation:

Ø  Organizational Effectiveness

•          Partner with Factory and LMT to design, review, and deploy organizational structures, ensuring alignment with business strategy, productivity targets, and approved headcount.

•          Coordinate workforce planning, job design, and manpower optimization to support production and capability needs.

•          Act as the HR focal point for organizational change initiatives, managing people transitions and ensuring clear communication of structural updates.

Ø  Talent Acquisition & Employer Branding

•          Manage the end-to-end recruitment process for the factory, including workforce planning, sourcing, screening, interviewing, and onboarding.

•          Partner with the Talent Acquisition CoE to build and implement internal and external employer branding initiatives tailored to site needs.

•          Ensure an engaging candidate and onboarding experience, promoting the company’s values and culture

Ø  Offboarding & Exit Management

•          Manage and coordinate the end-to-end offboarding process for the plant, ensuring compliant, respectful and timely exit handling for resignations, terminations and retirements.

•          Conduct or supervise exit interviews; analyze exit data and produce actionable insights to reduce unwanted turnover.

Ø  Talent, Capability & Performance Development

•          Partner with functional managers to set and review performance objectives aligned with corporate planning cycles.

•          Deploy talent and capability development programs locally, ensuring full participation and follow-up on learning.

•          Support line managers in building individual development plans (IDPs) and implementing coaching or mentoring actions.

Ø  Total Rewards, HR Operations & Compliance

•          Handle employee inquiries regarding pay lips and coordinate resolution

•          Work with departments, consolidate data, and submit proposals to Total Rewards team based on approved programs

•          Coordinate with relevant departments to support internal and external audits

•          Ensure all HR practices at the factory are executed ethically, efficiently, and in compliance with internal policies and legal requirements.

Ø  Employee Relations

•          Handle Labor Relations issues in compliance with current labor laws to protect the legal rights and interests of both the company and its employees

Ø  Data, Governance & Continuous Improvement

•          Manage accurate, secure for filing and storing the employee documents in the cabinet in line with company retention policy and local regulations.

•          Consolidate people’s metrics and insights (e.g., headcount, attrition, engagement, performance outcomes) to inform local decision-making.

•          Identify opportunities to streamline HR processes, improve service delivery, and enhance employee experience at the plant.

4.        Perform other duties as assigned by the Company.

Education:

•          Bachelor’s degree or higher in Human Resources Management, Business Administration, Finance, or related fields.

Experience:

•          Minimum 3~5 years of experience in a similar role

Qualifications (certificates):

•          Relevant certifications (e.g., Compensation & Benefits, HRIS, SHRM, or CHRP) are an advantage.

Competencies

Core Competencies

•       Thinking Responsibly

•       Acting entrepreneurially.

•       Growing Together

Leadership Competencies

•       Leading ownner

•       Leading change

•       Leading together

Functional Skills

•       Governance

•       Organization Design and Development

•       Culture and Engagement

•       Employee Relations

•       Employee Health Management

•       Talent Acquisition

•       Compensation & Benefits

•       Labour Relations Management

•       Employment Law

•       HR Data Analytics

•       HR Controlling

Other skills required for the job

•        Excellent communication skills in Vietnamese and English

•        Proficient with Microsoft Office Suite or related software

•        Deep understanding of labor law, HR internal audit

Primary contacts

Within the organization:

·        Plant Managers

·        IWS

·        Key Stakeholders (Board members)

·        Various departments (Technical / Supply Chain / Operations / Maintenance / IT..)

Outside the organization:

·        Vendor base

·        Stakeholders at associate companies

·        Industry associations