TA Business Partner Assistant Manager

About the role:
The Talent Acquisition Business Partner is responsible for driving strategic talent acquisition while serving as a trusted HR partner to assigned business functions. The role leads end-to-end recruitment, strengthens employer branding, and partners with business leaders to manage the employee lifecycle, enhance organizational capability, and improve employee experience. Through data-driven insights and proactive people solutions, the position contributes to attracting, developing, and retaining high-performing talent aligned with business objective
Key Responsibilities:
1.    Strategic Talent Acquisition
•    Develop and execute talent acquisition strategies aligned with workforce planning and business growth across Retail, F&B, Sales and others Corporate functions.
•    Lead the full recruitment lifecycle, including manpower planning, job briefing, sourcing, screening, interviewing, assessment, offer negotiation, hiring, and onboarding.
•    Partner closely with business leaders and hiring managers to define hiring priorities, competency requirements, and cultural fit for critical positions.
•    Build and maintain proactive talent pipelines through market mapping, networking, employee referrals, executive search firms, social media, and recruitment platforms.
•    Utilize AI-enabled recruitment tools, and data analytics to improve recruitment efficiency and candidate quality.
•    Monitor recruitment KPIs, including Time-to-Fill, Time-to-Hire, Offer Acceptance Rate, Quality of Hire, Cost per Hire, and Hiring Manager Satisfaction, and implement continuous improvement initiatives.
•    Manage recruitment agencies and external sourcing partners to ensure quality, speed, and cost effectiveness.
2.    HR Business Partner & Employee Lifecycle Management
•    Serve as a trusted HR Business Partner to Retail, F&B and Sales Department, providing professional advice on workforce planning, organization effectiveness, employee relations, and people management.
•    Manage key employee lifecycle processes, including onboarding, probation confirmation, internal mobility, promotion, development discussions, retention initiatives, exit interviews, and offboarding.
•    Coach and support managers in performance management, employee engagement, conflict resolution, disciplinary matters, and policy interpretation.
•    Partner with department leaders to identify talent gaps, succession opportunities, and development priorities that support business continuity.
•    Analyze workforce trends, including turnover, retention, absenteeism, probation success, and engagement, providing actionable recommendations to improve organizational performance.
3.    Employer Branding & Candidate Experience
•    Develop and execute employer branding initiatives aligned with the Company's Employee Value Proposition (EVP) to strengthen the organization's attractiveness in the talent market.
•    Design and manage recruitment marketing activities to enhance employer branding across LinkedIn, social media, recruitment campaigns, employee referral.
•    Deliver a high-quality candidate experience throughout the recruitment journey by ensuring timely communication, professional interactions, and structured feedback.
•    Collect candidate and hiring manager feedback to continuously improve recruitment processes and service quality.
•    Stay informed of labor market trends, competitor hiring practices, employer branding innovations, and emerging recruitment technologies to strengthen talent acquisition strategies.
4.    Team Supervision & Reporting
•    Supervise, mentor, and evaluate the performance of the recruitment team member to ensure high productivity and adherence to hiring targets.
•    Conduct regular recruitment and HR audits to ensure database accuracy, data privacy compliance, and adherence to internal policies.
•    Drive continuous improvement through recruitment process optimization, digitalization initiatives, AI adoption.
•    Manage recruitment operational budgets and track expenses to ensure full cost efficiency and optimal return on investment.
5.    Other Duties
•    Perform other duties as assigned by the Board of Directors (BOD) or required by the Company.
Job requirements:
•    Highest Education Level:
Bachelor's Degree in Human Resources Management, Business Administration, or related fields
•    Professional Experience:
Minimum 5 years of professional experience in similar roles, specializing in Talent Acquisition within Retail, F&B in luxury sectors
•    Leadership Experience:
At least 1 years of experience in a supervisory or team lead role
•    Language Proficiency:
Fluent in Vietnamese and English (both verbal and written)
•    Technical Competencies:
-
Talent Acquisition & Workforce Planning
-    Sourcing & Talent pool development
-    Interviewing & Competency-based Assessment
-    Employer Branding & Recruitment Marketing
-    Digital Recruitment tools, AI application
-    HR Business Partnering
-    Employee Relations & Performance Management
Ngành nghề: Nhân sự, Bán lẻ / Bán sỉ, Nhà hàng / Khách sạn
Kinh nghiệm: 5 Năm
Cấp bậc: Quản lý
Hình thức: Nhân viên chính thức
Địa điểm: Hồ Chí Minh

Yêu cầu công việc

Job requirements:
•    Highest Education Level:
Bachelor's Degree in Human Resources Management, Business Administration, or related fields
•    Professional Experience:
Minimum 5 years of professional experience in similar roles, specializing in Talent Acquisition within Retail, F&B in luxury sectors
•    Leadership Experience:
At least 1 years of experience in a supervisory or team lead role
•    Language Proficiency:
Fluent in Vietnamese and English (both verbal and written)
•    Technical Competencies:
-
Talent Acquisition & Workforce Planning
-    Sourcing & Talent pool development
-    Interviewing & Competency-based Assessment
-    Employer Branding & Recruitment Marketing
-    Digital Recruitment tools, AI application
-    HR Business Partnering
-    Employee Relations & Performance Management