Tuyển dụng HRBP Executive – Manufacturing tại Hồ Chí Minh

About the role

The Manufacturing HRBP Executive acts as an HR partner to the manufacturing site, supporting workforce management, employee relations, performance management, and organizational effectiveness.

• Support the management of labor vendors and outsourced workforce.
• Support the attraction and retention of direct labor.
• Foster employee engagement and a positive employee relations environment.
• Ensure compliance with Vietnamese labor laws, regulations, and factory assessment requirements.
• Provide data-driven HR insights and recommendations to support workforce and business decisions.

Key Responsibilities

1. Workforce Planning & Outsourced Workforce Management

• Partner with Production and Line Managers to understand workforce requirements and labor utilization plans.
• Support the development and maintenance of outsourced workforce plans based on production demand.
• Monitor outsourced workforce data and track:
  • Required vs. actual headcount.
  • New hires and replacement needs.
  • Workforce shortages and surpluses.
• Identify workforce gaps and coordinate with labor vendors and relevant departments to ensure timely workforce supply.
• Recommend workforce adjustments based on production volume, workforce demand, and labor productivity.
• Monitor workforce utilization and identify opportunities for optimization.

2. Labor Vendor Management

• Act as an HR point of contact for labor vendors and support day-to-day vendor relationship management.
• Coordinate with vendors on workforce supply, recruitment, replacement, attendance, disciplinary matters, and worker performance.
• Monitor vendor performance against agreed service requirements and SLAs.
• Track key vendor performance indicators, including:
  • Workforce fulfillment and recruitment/supply lead time.
  • Turnover and attendance rates.
  • Worker quality, response time, and replacement turnaround time.
  • Compliance and service quality.
• Organize regular meetings with vendors to review performance and resolve issues.
• Support vendor selection, performance evaluation, improvement plans, and escalation of critical issues when necessary.
• Coordinate with relevant stakeholders on vendor contracts and service terms.

3. Outsourced Worker Lifecycle Management

• Support the end-to-end management of outsourced workers from onboarding to offboarding.
• Ensure outsourced workers complete all required documentation and procedures before starting work.
• Coordinate with vendors and relevant departments to provide training and orientation on:
  • Company orientation, workplace rules, and regulations.
  • Safety and attendance/timekeeping requirements.
  • Job-specific and production requirements.
• Monitor worker transfers, replacements, resignations, and termination of assignments.
• Ensure timely replacement of workers who resign, fail to meet job requirements, or are requested to stop working.
• Coordinate the offboarding process and ensure workers return all Company assets, including ID cards, equipment, and other assigned property.

4. Attendance, Discipline & Workforce Performance

• Monitor attendance and working-time data of outsourced workers.
• Partner with Line Managers and labor vendors to investigate and address attendance issues, unauthorized absences, and lateness.
• Support the disciplinary process for outsourced workers in accordance with applicable laws, vendor agreements, and Company policies.
• Ensure disciplinary actions are implemented consistently and fairly.
• Monitor workforce performance and identify performance-related issues and improvement opportunities.

5. Compliance & Risk Management

• Ensure outsourced workforce management complies with applicable laws and regulations, Company policies, workplace rules, and contractual requirements.
• Monitor vendor compliance with requirements related to employment contracts, statutory obligations, payroll, insurance, personal records, and other legal requirements.
• Stay updated on regulations related to labor law, occupational health and safety, and social compliance.
• Support the assessment of labor-related risks and recommend appropriate compliance solutions regarding overtime limits, shift work, and employment contracts.
• Prepare required documentation and support coordination with government authorities and customers during factory social compliance (CSR) audits and labor inspections.

6. Employee Relations

• Act as a point of contact for employee grievances, disciplinary matters, and workplace conflicts within the manufacturing site.
• Work closely with HR, cross-functional teams, and the Trade Union to maintain a cooperative and stable working environment.
• Support the organization of employee engagement activities at the manufacturing site.

7. Training & Development

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