Human Resources Manager

Key Responsibilities

HR Infrastructure & Strategy (Building the Foundation)

• Design, document, and implement core HR policies, standard operating procedures (SOPs), and an Employee Handbook from scratch.

• Establish compliant and efficient payroll, compensation, and benefits frameworks.

• Act as a strategic advisor to the leadership team, aligning the newly formed HR function with the company’s overarching business goals.

• Select and implement basic HRIS/tools to digitize employee data and track core HR metrics.

Culture & Employee Experience

• Define, articulate, and embed the company's core values and corporate culture across all levels of the organization.

• Design internal communication channels to ensure transparency and foster a sense of belonging.

• Develop employee engagement initiatives, recognition programs, and team-building activities that create a positive, high-performing work environment.

• Act as the primary point of contact for employee relations, conflict resolution, and grievance management.

Talent Acquisition & Employer Branding

• Build an end-to-end recruitment process, from job requisition and candidate sourcing to interviewing and offer negotiation.

• Define the employer value proposition (EVP) to attract top-tier talent in a competitive market.

• Develop a structured and welcoming onboarding program to integrate new hires seamlessly into the company culture and operations.

Learning, Development & Talent Management

• Create a foundational performance management system, including clear KPIs, regular feedback loops, and annual review cycles.

• Identify skill gaps and design basic internal training frameworks to upskill the workforce.

• Establish early-stage talent mapping and succession planning to ensure high-potential employees have clear career progression paths within the organization

Requirements

• Experience: 5+ years of progressive HR experience, with at least 2–3 years in an HR Manager, HR Business Partner, or Senior HR Generalist role.

• The "Builder" Mindset: Proven track record or strong demonstrated ability to build HR departments, processes, or systems from the ground up (startup or hyper-growth experience is highly advantageous).

• Domain Expertise: Solid understanding of local labor laws, compliance requirements, and modern HR best practices across TA, L&D, and C&B.

• Soft Skills: Exceptional leadership and interpersonal skills. High emotional intelligence with the ability to influence stakeholders and drive organizational change.

• Language: Fluent in English and Vietnamese (both written and verbal).

• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

• The rare autonomy to build an HR department entirely in your vision.

• Direct access and strategic partnership with the executive founding team.

• Standard healthcare, insurance, and statutory benefits as per labor law, plus company-specific perks (to be developed with your input).

Client Overview

Our client is an established Vietnamese enterprise with over 30 years of operation in the FMCG & Food Distribution sector. Operating a nationwide multi-channel network (including Cold Chain Logistics, Warehousing, Modern Trade, Traditional Trade, and HORECA), the company specializes in manufacturing, importing, and distributing food products. The business focuses on building standard internal operational processes, driving workflow efficiency, and maintaining a professional, performance-driven working environment.