Human Resources Manager

Human Resources Manager :

• Report trực tiếp CEO, quản lý team HR/Admin/HSE hiện tại khoảng 4 nhân sự.
• Công ty sản xuất & xuất khẩu bao bì, quy mô 350-400 nhân sự, đang trong giai đoạn chuẩn hóa hệ thống quản trị.
• Mô hình công việc: HR + Admin + Legal.
• Ưu tiên ứng viên nữ, tối thiểu 7 năm kinh nghiệm HR/Admin và ít nhất 3 năm Head of HR tại nhà máy từ 300 lao động trở lên.
• Ưu tiên ứng viên có tư duy xây dựng hệ thống, quản trị bằng dữ liệu, chủ động giải quyết vấn đề và có khả năng đồng hành cùng chiến lược phát triển dài hạn của doanh nghiệp.
• Bắt buộc có kinh nghiệm tuyển dụng lao động phổ thông số lượng lớn trong môi trường sản xuất.
• Có kinh nghiệm xây dựng hệ thống đào tạo, Training Matrix, khung năng lực và lộ trình phát triển nhân sự.
• Có kinh nghiệm xây dựng hoặc chuyển đổi văn hóa doanh nghiệp.
• Am hiểu C&B, KPI, Salary Band, Job Grade và các chính sách giữ chân nhân tài.
• Mạnh về Quan hệ lao động, xử lý khiếu nại, tranh chấp lao động, làm việc trực tiếp với công nhân.
• Tư duy xây dựng hệ thống từ hiện trạng, xác định GAP, thiết kế quy trình, KPI và đo lường hiệu quả.
• Có khả năng làm việc và phản biện cùng CEO, xây dựng roadmap chuyển đổi nhân sự trong 3-5 năm tới.
• KPI trọng tâm: nâng tỷ lệ tuyển dụng lên ≥90%, xây dựng văn hóa doanh nghiệp, hoàn thiện hệ thống L&D, chuẩn hóa lương thưởng/KPI và tăng mức độ tuân thủ pháp lý.

Budget: 50-60M gross + KPI 5M/tháng.

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Our strategic partner is a packaging manufacturer and exporter in Vietnam, strengthening its management systems and organizational capabilities to support long-term growth.

Location: Long An, Vietnam

Summary

Reporting directly to the CEO, the Human Resources Manager leads HR, Administration, HSE, and related legal compliance. The role combines operational management with building recruitment, learning, reward, and culture systems, while developing a 3–5-year HR transformation roadmap.

Job Responsibilities

HR Strategy and Workforce Planning:

· Assess current practices, identify gaps, and build policies, processes, KPIs, and controls with clear ownership and measurable outcomes.

· Partner with the CEO on transformation priorities and lead the HR/Admin/HSE team to strengthen independent day-to-day operations.

· Develop monthly, quarterly, and annual workforce plans aligned with production, business needs, employee turnover, and factory expansion.

Recruitment:

· Lead end-to-end recruitment, including mass hiring of factory workers, from workforce needs and sourcing through onboarding and probation.

· Improve recruitment fulfillment to at least 90%; track funnel conversion, time to hire, and recruitment cost to identify and resolve hiring gaps.

· Use salary benchmarks and recruitment data to recommend changes to sourcing, employment policies, and hiring processes, with measurable improvement targets.

Learning and Corporate Culture:

· Build competency frameworks and a Training Matrix covering all positions, linking skill gaps to onboarding, technical, management, safety, and compliance training.

· Establish development and succession paths for key roles, including progression from factory workers to skilled employees, team leaders, and middle managers; evaluate training effectiveness.

· Work with leadership to translate core values into observable behaviours, codes of conduct, and measurable culture standards.

· Embed culture in recruitment, training, assessment, recognition, and internal communication; use engagement activities and surveys to monitor adoption.

Employee Relations and Rewards:

· Build trusted employee dialogue and grievance channels, meet factory workers regularly, and resolve difficult complaints and labour disputes fairly.

· Identify risks of workforce conflict and recurring employee issues, balancing lawful employee rights with company interests and factory discipline.

· Oversee attendance, payroll, overtime, social insurance, benefits, employment contracts, leave, disciplinary procedures, and employment termination.

· Standardize Job Grade, Salary Band, KPI, performance, bonus, and pay-review systems, balancing internal equity, market competitiveness, and affordability.

· Analyze turnover by department, manager, tenure, role, and cause; implement targeted retention measures.

Legal Compliance and Administration:

· Control HR/Admin legal compliance and maintain a complete register of assigned legal records, their status, owners, and corrective-action deadlines.

· Lead or coordinate inspections involving labour, social insurance, occupational safety, fire safety, environmental matters, and local authorities within the assigned scope.

· Assess compliance gaps, prepare inspection checklists and records, coordinate remediation, and escalate legal risks or specialist matters to the CEO and external advisers.

· Coordinate assigned administrative and legal documentation for factory expansion with authorities, consultants, and construction partners, controlling completeness and deadlines.

· Manage meals, transport, cleaning, security, uniforms, PPE, office supplies, service contractors, and workplace conditions.

· Budget, monitor, and optimize administrative costs while maintaining necessary employee working conditions.

Job Requirements

· At least 7 years of HR/Admin experience, including a minimum of 3 years as Head of HR in a manufacturing facility with at least 300 employees.

· Hands-on experience in high-volume recruitment of factory workers is required.

· Experience building L&D systems, Training Matrix, competency frameworks, and employee development paths.

· Experience establishing or transforming corporate culture and translating values into workplace behaviours.

· Sound knowledge of C&B, KPI, Salary Band, Job Grade, and talent retention policies.

· Strong employee relations experience, including direct engagement with factory workers and resolution of grievances and labour disputes.

· Practical experience with labour or government inspections and factory administrative and legal documentation.

· Knowledge of labour law, social insurance, recruitment, L&D, and occupational safety, with the ability to translate requirements into workable procedures.

· Ability to coordinate authorities and advisers, recognize legal risks, and engage specialists when matters exceed internal expertise.

· Systems thinking and data-led management, with the ability to diagnose gaps, design processes, set KPIs, and measure results.

· Ability to work with and constructively challenge the CEO, develop a 3–5-year HR transformation roadmap, and proactively resolve complex issues.

· Fairness, sound judgement, and the ability to earn employee trust while maintaining discipline and protecting lawful company interests.

· Female candidates are preferred.