Overview

Responsible for designing and implementing the Groups Total Rewards strategy, including compensation, benefits, and recognition programs. Ensure internal equity, external competitiveness, and alignment with business goals.

Lead the design of job evaluation systems, salary structures, reward policies, benefits frameworks.

Support the Group CPO in driving HR strategy through comprehensive rewards systems and robust people data infrastructure.

Serve as the HR Excellence Center, offering guidance to the organization on best practices, strategies, and solutions to optimize HR operations and drive organizational success.

Responsibility

A. Performance

Total Rewards Strategy & Implementation (20%)

Develop and implement a comprehensive Total Rewards strategy (Compensation Benefits Recognition) for the Group and subsidiaries to ensure internal equity, external competitiveness, and budget alignment.

Lead salary benchmarking, data analysis, and cyclical updates to reward policies.

Compensation Structure, Job Evaluation

Establish job grading frameworks, salary bands, and market-aligned compensation structures.

Guide HRBPs and departments in job classification and salary budgeting.

Collaborate with the Head of Divisions/ Departments and HRBPs to develop, standardize, and maintain Job Descriptions aligned with job evaluation outcomes.

Recognition & Rewards Programs (10%)

Design and implement recognition programs that reinforce company culture and core values.

Design rewards that enhance motivation, recognize achievements, and retain key talent.

Collaborate with Head of Divisions/ Departments and HRBPs to tailor recognition initiatives aligned with functional goals and workforce characteristics.

Ensure fairness, transparency, and inclusiveness in recognition criteria and processes across entities.

Monitor and analyze the impact of recognition programs and recommend enhancements to increase effectiveness and employee experience.

Policies, HRIS & Reporting (25%)

Develop and enhance policies for core companies and collaborate with HRBP to implement for subsidiaries (PBP, PSP, benefit policies)

Design and optimize payroll processes and policies in collaboration with the CCB Department to enhance accuracy, compliance, and efficiency.

Operate and enhance HRIS platforms related to compensation, benefits, and rewards.

Analyze HR metrics and provide reports to BOM/ BODs on personnel cost, salary budget utilization, and reward outcomes.

Coordinate with other functions to ensure transparent and consistent HR data.

Collaboration and Advisory: (5%)

Act as a key advisor to the Business Unit Heads and other senior leaders related to Total Rewards.

Provide expert guidance on Total Rewards and initiatives to ensure they align with both short-term needs and long-term strategic goals.

Collaboration and Advisory: (5%)

Act as a key advisor to the Business Unit Heads and other senior leaders related to Total Rewards.

Provide expert guidance on Total Rewards and initiatives to ensure they align with both short-term needs and long-term strategic goals.

Change Management and Continuous Improvement: (5%)

Assist in changing management initiatives to facilitate smooth transitions during organizational changes.

Continuously review and improve Total Rewards strategy to enhance organizational effectiveness and employee engagement.

Other tasks assigned by the Line Manager (5%)

B. ORGANIZATION & CULTURE DEVELOPMENT

Organizational Development (5%)

Design, implement, and oversee functional/ divisional organizational change

initiatives to enhance efficiency, effectiveness, and overall business performance.

Build, refine, and manage functional/divisional Standard Operating Procedures

(SOPs) to standardize processes, ensure operational consistency, improve efficiency, and ensure compliance with company standards.

Develop leadership capabilities and strong successor pool to ensure the longterm sustainability of leadership within the organization.

Enhance Employee Engagement and Productivity by driving initiatives to improve employees job satisfaction, motivation, and productivity

Promote and embed Groups culture to foster a healthy organization by aligning values, behaviors, and practices with the companys mission (5%)

Lead and implement health-focused initiatives that promote physical, mental, and emotional well-being for all employees within the division/function

Drive the integration of Groups core values (Integrity, Professionalism, and Ownership) and culture within the division/function

Foster an inclusive, collaborative, and performance-oriented environment that aligns with the organizations vision and mission.

Required skills and behaviors

Background / Experience:

Bachelors degree in Human Resources, Business Administration, or

related field (Masters degree preferred).

Minimum of 8-10 years of experience in Total Rewards, HR strategy, or

similar roles, with at least 5 years in a leadership capacity.

Proven experience in managing complex organizational change

initiatives, particularly in a group structure with multiple subsidiaries.

Experience in working with senior leadership and advising on Total

Rewards and HR policies.

Knowledges

Strong understanding of Total Rewards principles, Compensation

Structure, Job Evaluation.

In-depth knowledge of HR policies, HRIS systems, and best practices in HR management.

Familiarity with labor laws, compensation structures in multi-company environments.

Specific job skills

Expertise in Compensation C Benefits, labor law, local market and international compensation practices

Quickly understand the needs of the organization

Strategic advisory, cross-functional collaboration, and executive communication skills

Familiarity with HRIS platforms and data tools

Restructure project management, policy development and reports

Competencies

Leadership: Ability to lead and convince senior leaders to implement changes and strategies related to Total Rewards.

Strategic Thinking: Strong ability to think strategically and align Total Rewards strategy with the business strategy.

Communication: Exceptional verbal and written communication skills in both Vietnamese and English, with the ability to present complex ideas clearly.

Analytical Thinking: Strong analytical and problem-solving skills to assess organizational needs and implement effective solutions.

Project Management: Excellent project management skills, with the ability to handle multiple initiatives and meet deadlines.

Mindsets & behaviors

Result-oriented: Focused on achieving tangible results in both quality and deadline

Resilience: to recover quickly from difficulties, adapt to challenges, and maintain strength in the face of adversity or stress

Adaptability: Ability to thrive in a fast-paced, dynamic environment, adjusting quickly to organizational and market changes.

Customer-Centric: Focused on understanding and meeting the needs of internal stakeholders and ensuring a positive impact on the overall organization.

Integrity, Professional and Ownership (Core values)

Interface

Direct Manager

Business unit heads

Functional unit heads

Partners and alliances

Affiliates and Subsidiaries

Email: an.le@peopleprofilers.com

We regret to inform you that only shortlisted candidates will be notified.