Head of HR, Vietnam (with regional growth path)

Vietnam (the role as it stands today) Own the full HR function for Vietnam: talent acquisition, total rewards, L&D, employee relations, and compliance with Vietnamese labor law; Act as a strategic partner to the Vietnam leadership team and sit on the local management committee; Build and lead the local HR team; raise the function from operational to strategic; Partner with regional/global HR counterparts on policy alignment and reporting - this is where early regional exposure starts.

Where the role is headed (growth path, not a day-one requirement) As the company scales its SEA presence, take on HR oversight or coordination for additional markets in the region; Build the regional HR operating model (policy harmonization, total rewards consistency, talent mobility) from the ground up rather than inheriting one; Represent SEA HR in discussions with global/regional leadership as scope expands.

What we're looking for 5-10 years of progressive HR leadership experience, including demonstrated success building or scaling a country HR function in Vietnam; Experience operating inside an MNC, FDI, regional business, or matrixed reporting structure even without formal regional ownership, has worked closely with regional/global HR counterparts; Strong business partnering track record: sits with leadership as a strategic advisor, not just an operational HR lead; Fluent in Vietnamese and English; Clear appetite for scope growth has actively sought out cross-border projects, regional exposure, or stretch assignments in past roles, even if the formal title stayed country-level.

Nice to have (signals of regional readiness - not required) Any direct or cluster-level exposure to another SEA market; Experience working with regional COEs, shared services, or multi-country HRIS rollouts; Prior stint based outside Vietnam, even briefly; Additional regional language.

) As the company scales its SEA presence, take on HR oversight or coordination for additional markets in the region; Build the regional HR operating model (policy harmonization, total rewards consistency, talent mobility) from the ground up rather than inheriting one; Represent SEA HR in discussions with global/regional leadership as scope expands.

What we're looking for 5-10 years of progressive HR leadership experience, including demonstrated success building or scaling a country HR function in Vietnam; Experience operating inside an MNC, FDI, regional business, or matrixed reporting structure even without formal regional ownership, has worked closely with regional/global HR counterparts; Strong business partnering track record: sits with leadership as a strategic advisor, not just an operational HR lead; Fluent in Vietnamese and English; Clear appetite for scope growth has actively sought out cross-border projects, regional exposure, or stretch assignments in past roles, even if the formal title stayed country-level.

Nice to have (signals of regional readiness - not required) Any direct or cluster-level exposure to another SEA market; Experience working with regional COEs, shared services, or multi-country HRIS rollouts; Prior stint based outside Vietnam, even briefly; Additional regional language.

Training/Certification

Career Path

Health Insurance

Perform Bonus