Tuyển dụng HRBP Lead – Manufacturing tại Hồ Chí Minh

ROLE SUMMARY
The Manufacturing HRBP Lead acts as a strategic HR partner to the manufacturing site, driving organizational effectiveness, workforce management, employee relations, and performance management.

• Manage labor vendors and outsourced workforce.
• Attract and retain a stable direct labor workforce.
• Drive high employee engagement and maintain positive employee relations.
• Ensure compliance with Vietnamese labor laws, regulations, and factory assessment standards.
• Provide data-driven insights and strategic HR recommendations to support business and workforce decisions.

KEY RESPONSIBILITIES

1. Workforce Planning & Outsourced Workforce Management

• Partner with Production and Line Managers to understand workforce requirements and labor utilization plans.
• Develop and maintain outsourced workforce plans based on production demand.
• Monitor outsourced workforce data on a daily, weekly, and monthly basis, including:
  • Required vs. actual headcount.
  • Attendance, absenteeism, and turnover rates.
  • New hires and replacements.
  • 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, business demand, and labor productivity.
• Monitor workforce utilization and identify opportunities for optimization.

2. Labor Vendor Management

• Act as the primary HR point of contact for labor vendor management and relationship building.
• Coordinate with vendors on workforce supply, recruitment, replacement, attendance, disciplinary matters, and worker performance.
• Monitor vendor performance against agreed service requirements and SLAs.
• Evaluate vendor performance based on key performance indicators, including:
  • Workforce fulfillment rate and recruitment/supply lead time.
  • Turnover and attendance rates.
  • Worker quality, response time, and replacement turnaround time.
  • Compliance and service quality.
• Conduct regular performance review meetings with vendors and drive resolution of related 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

• Oversee the end-to-end lifecycle 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 training 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, lateness, and disciplinary matters.
• Ensure disciplinary actions are implemented consistently, fairly, and in compliance with applicable laws, vendor agreements, and Company policies.
• 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 obligations.
• Monitor and stay updated on regulations related to labor law, occupational health and safety, and social compliance.
• Assess labor-related legal risks and recommend compliance solutions regarding overtime limits, shift work, and employment contracts.
• Prepare required documentation and coordinate with government authorities and customers during factory social compliance (CSR) audits and labor inspections.

6. Employee Relations

• Act as the key point of contact for handling employee grievances, disciplinary matters, and workplace conflicts within the manufacturing site.
• Maintain close collaboration with HR, cross-functional teams, and the Trade Union to foster a cooperative and stable working environment.
• Organize employee engagement activities at the manufacturing site.

7. Training & Development

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