Job Description
- Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
- Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
- Collaborate with leadership and department heads to define and standardize role-based competencies to support talent development, performance evaluation, and succession planning.
- Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
- Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
- Creates learning and development programs and initiatives that provide internal development opportunities for employees.
- Oversees employee disciplinary meetings, terminations, and investigations.
- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Job requirements
- Bachelor's degree in Human Resource Management, Business Administration, Psychology, or a related field. A Master's degree or internationally recognized HR certifications (e.g., SHRM, CIPD, PHR/SPHR) is an advantage.
- Minimum 10 years of experience in Human Resources, including at least 3 years in HR Manager, HRBP Lead, or Senior HRBP roles. Experience in IT or technology companies is highly preferred.
- Proven hands-on experience in Organization Development (OD), including organizational design, competency framework development, performance management systems, succession planning, and leadership development.
- Demonstrated experience in designing and implementing HR frameworks, policies, and processes that support organizational growth and scalability.
- Strong understanding of fast-growing (scale-up) business environments, including workforce planning, talent density, retention strategies, and organizational culture development.
- Ability to partner closely with the Executive Leadership Team to translate business strategy into people strategy, organizational structure, and workforce planning.
- Excellent communication, stakeholder management, influencing, negotiation, and conflict resolution skills.
- Strong strategic mindset, business acumen, and the ability to turn strategic initiatives into effective execution.
- Experience working with HRIS platforms, HR analytics, and digital HR transformation initiatives is a strong advantage.
- Proficient English communication skills, with the ability to collaborate effectively with internal and external stakeholders.
Benefits and perks
- Competitive compensation package, open for negotiation based on your experience, capabilities, and contributions, complemented by performance-based and business performance bonuses.
- 13th-month salary and annual salary reviews based on individual performance, contributions, and the Company's growth.
- High level of ownership and autonomy in designing, implementing, and optimizing HR strategies, policies, and people initiatives, with the opportunity to make a direct impact on organizational growth.
- Work closely with the Executive Leadership Team, providing strategic HR consulting and contributing to key decisions on talent, organization, and business development.
- Premium BSH healthcare insurance, covering medical examination and treatment expenses in addition to statutory insurance benefits.
- Bonuses for four major holidays each year (Reunification Day – April 30, National Day – September 2, New Year, and Lunar New Year).
- Annual company trips and retreats, regular team-building activities, and dedicated engagement budgets for each department and business unit.
- Exclusive leadership retreat program for managers, designed to promote well-being, strengthen leadership connections, and support leadership development.
- Continuous learning and development opportunities through training programs, workshops, and seminars on HR leadership, AI applications, and modern people management practices.
- A dynamic, fast-growing technology environment, where HR is recognized as a strategic business partner, empowered to drive innovation and turn impactful people initiatives into reality.
How useful was this post
Click on a star to rate it!
Average Rating / 5. Vote Count
No votes so far! Be the first to rate this post.
