HRBP Manager

Link JD: https://viectop.com.vn/viec-lam/hrbp-manager-7007.html

Strategic Partnership:

• Work directly with BU Directors and Department Heads (Sales, Marketing, Medical, etc.) to understand business objectives and develop aligned people strategies.
• Forecast workforce requirements (Workforce Planning) based on market expansion, product launches, and distribution channels.
• Advise BU Directors on organizational design, workforce structure, and succession planning.
• Contribute to the development and implementation of long-term HR strategies (Talent, 3P, Digital HR, Engagement).

Talent Acquisition & Onboarding:

• Build and manage a diverse network of recruitment channels to establish and maintain a sustainable talent pool for both short-term and long-term staffing needs.
• Standardize and oversee the effectiveness of the end-to-end recruitment process — from demand identification, job posting, screening, competency assessment, to final selection — ensuring fairness, transparency, and professionalism.
• Actively participate in interviewing and assessing critical positions, serving as a strategic advisor in talent selection decisions.
• Contribute to the planning and execution of the company’s Employer Branding strategy, enhancing its reputation in the labor market, particularly within the pharmaceutical and beauty industries.
• Monitor and evaluate recruitment effectiveness through key metrics such as candidate quality, time-to-fill, and probation success rate.
• Supervise and ensure the implementation of a structured Onboarding program, enabling new hires to integrate quickly, improve their employee experience, and increase retention within the first six months.

Performance & Rewards:

• Implement performance management systems (KPI, BSC) that align individual objectives with BU goals and overall corporate strategy.
• Advise line managers on setting SMART goals, conducting regular reviews, coaching, and improving team performance.
• Collaborate with the C&B team to apply Pay-for-Performance policy, linking KPI/OKR results with compensation policies under the 3P framework.
• Ensure internal equity and market competitiveness through regular benchmarking and workforce data analysis.
• Monitor and report on key performance indicators, while training managers in evaluation techniques, feedback, and effective team management.

Learning & Development:

• Develop training and development roadmaps (including internal and external training programs).
• Design training frameworks and plans to address departmental training needs, aligned with career progression pathways for each position and the company’s long-term growth strategy.
• Implement and coordinate training programs both within and outside the company.
• Collect feedback and evaluations from training sessions to enhance learning quality and overall training effectiveness.
• Identify high-potential and talented employees, proposing appropriate deployment and development solutions based on individual career paths and the company’s development orientation.

Employee Engagement & Culture:

• Act as a Culture Ambassador, promoting core values and reinforcing company culture across all levels.
• Monitor employee engagement metrics (eNPS, ESI, turnover rate) and analyze exit/attrition data to identify root causes.
• Design and implement employee engagement initiatives, including recognition programs, internal communication campaigns, and cultural events to foster a positive work environment.
• Partner with managers to address employee relations issues, resolve workplace conflicts, and promote an inclusive and collaborative culture.

HR Operations (30%):

• Ensure HR processes run smoothly, efficiently, and in an organized manner.
• Foster a well-structured work environment that supports the workforce.
• Enhance the employee experience throughout the entire lifecycle, from recruitment to offboarding.
•  Cross-functional collaboration: Work closely with other departments and gather feedback to develop appropriate HR solutions.

Report:

• Report to the HR Director (HRD)