HRBP Lead – Manufacturing

* The HRBP Lead – Manufacturing serves as a strategic partner to the manufacturing management team, aligning HR initiatives with the manufacturing’s business objectives. This role is responsible for driving organizational effectiveness, employee relations, talent acquisition, and performance management to ensure: - Attracting and retaining top talent in manufacturing and the direct labor workforce. - Achieving high employee engagement and maintaining a positive employee relations environment. - Full compliance with Vietnamese labor laws, regulations, and factory audit standards. - Providing data-driven insights and strategic HR recommendations to the Factory Management Team. * KEY RESPONSIBILITIES * Strategic HR Business Partnering & Workforce Planning - Partner with Manufacturing Management Team to understand production objectives and develop HR strategies that support operational goals. - Conduct workforce planning to ensure the factory has sufficient manpower to meet seasonal production demands. - Advise the Factory Management Team on organizational design, headcount optimization, and internal equity. * Talent Acquisition & Onboarding - Manage the end-to-end recruitment process for manufacturing positions, including operators, technicians, and engineers. - Manage and oversee the direct workforce provided by the factory's labor service providers. - Collaborate with hiring managers to ensure a smooth onboarding process, with a strong focus on factory safety and operational procedures. * Employee Relations - Serve as the primary point of contact for employee grievances, disciplinary actions, and conflict resolution within the production floor. - Maintain close collaboration with HR, cross-functional departments, and the Labor Union to foster a cooperative and stable working environment. Organize employee engagement activities to improve morale and reduce turnover within the factory. * Performance & Talent Management - Drive the annual performance management process across the manufacturing organization. - Identify high-potential employees (such as Shift Leaders, Supervisors) and develop succession plans and career development pathways. - Work with managers to address underperformance in an effective and professional manner. * Learning & Development - Partner with the Head of Manufacturing to identify functional training needs, technical skill development, and leadership capability development for management teams. - Evaluate the cost-effectiveness and impact of factory training programs. * Compliance & Legal Advisory - Monitor and stay up to date with regulations related to labor law, occupational health and safety, and social compliance. - Assess legal risks and recommend compliance solutions related to overtime limits, shift work, and employment contracts. - Prepare documentation and work with government authorities and customers during factory CSR audits and labor inspections. * HR Metrics & Analytics - Monitor and analyze key factory HR metrics, including labor costs, turnover, absenteeism, and overtime expenses. - Develop HR dashboards and management reports. - Recommend cost optimization initiatives while maintaining competitiveness and employee satisfaction. * Communication & Stakeholder Management - Clearly communicate and explain HR policies, compensation and benefits, and safety regulations to employees and the Manufacturing Management Team. - Handle sensitive HR matters with sound judgment and strong influencing skills. - Communicate effectively in English with senior leadership and expatriate factory managers.