This role is a strategic HR leader and trusted business partner to the Factory Director and factory leadership team, responsible for translating business strategy and operational priorities into effective organization, workforce, talent, capability and performance strategies. The role leads the people and organization agenda supporting the factory's business growth, operational excellence, productivity improvement, automation and organizational transformation. HR Strategies & Business Partnership Objective: Partner with the Factory Director and leadership team to translate business strategy and operational priorities into an integrated people strategy that improves organizational effectiveness, workforce productivity and business performance. • Partner with Factory leadership to understand business strategy, operation plans, operational challenges, operation goals and future business requirements. • Translate business priorities into integrated HR strategies and initiatives covering organization, workforce, talent, capability and performance. • Diagnose people and organizational issues using quantitative and qualitative data and recommend practical, business-oriented solutions. • Analyze workforce-related costs and productivity indicators to identify opportunities for improved workforce efficiency. • Build strong relationships with Factory leaders and key stakeholders to embed HR as a strategic business partner. Organization Design & Transformation Objective: Design and continuously evolve a fit-for-purpose organization that enables business growth, operational excellence, automation and productivity improvement. • Analyze the current organizational structure, roles, responsibilities, management layers, spans of control and organizational effectiveness. • Lead organization design and restructuring initiatives in response to business growth, automation, technology changes and operational transformation. • Evaluate and implement the impact of automation and process improvement on jobs, roles, workforce requirements and capabilities. • Partner with Factory leadership to redesign jobs and responsibilities to eliminate duplication, improve accountability and increase organizational agility. • Assess organizational capability and identify structural or role-related barriers to operational excellence. Strategic Workforce Analysis & Planning Objective: Ensure the factory has the right workforce size, structure, skills and deployment to meet current and future business requirements while optimizing productivity and labor cost. • Analyze current workforce structure by function, role, grade, shift, skills, tenure, productivity • Lead annual and strategic workforce planning with Factory leadership and functional managers. • Identify opportunities to optimize workforce deployment, multi-skilling, job redesign and internal mobility before increasing headcount and provide training for development. • Identify future workforce and skill gaps and develop appropriate hiring, reskilling, upskilling and succession strategies. • Partner with HR Operations to translate approved workforce plans into workforce actions. Talent & Succession Management Objective: Build a strong pipeline of talent and successors for critical factory positions to ensure business continuity and long-term organizational capability. • Establish and maintain a systematic talent management and succession planning process for critical factory roles. • Work with leaders to identify critical positions based on business impact, skill scarcity, operational risk and succession vulnerability. • Develop succession plans and readiness assessments for critical positions. • Identify high-potential employees and design differentiated development plans. • Partner with managers to establish career paths and development opportunities for critical talent. • Build talent acquisition mapping to recruit senior talents Capability & Performance Management Objective: Build the capabilities and performance culture required to achieve factory operational excellence, productivity, quality, safety, automation and future business growth. • Partner with leaders to strengthen performance management quality, including goal setting, feedback, mid-year review and year-end assessment. • Define and maintain competency frameworks for critical management, technical and operational roles. • Identify current and future capability requirements arising from business growth, automation and operational transformation. • Conduct competency and capability gap analysis and translate findings into development priorities. • Develop strategic learning and development plans focused on critical capability gaps and future skills. Safety, Lean Culture & Operational Excellence Objective: Partner with HSE, Operational Excellence and Factory functional leaders to build employee awareness, behaviors and capabilities that strengthen a culture of safety, continuous improvement and Lean manufacturing across the factory. • Partner with the HSE Manager, Operation Excellence Manager and functional managers to identify behavioral, awareness and capability gaps related to safety and operational excellence. • Translate HSE and Lean priorities into employee-focused awareness, communication, learning and engagement initiatives. • Develop and implement programs that promote safety, quality ownership, continuous improvement mindset, problem-solving and employee participation. • Design and coordinate appropriate training, workshops to reinforce safety and Lean behaviors. • Integrate safety, Lean and continuous improvement principles into relevant leadership development, competency development and performance management programs. • Support managers and supervisors in building their capability to coach, reinforce and role-model desired safety and Lean behaviors. [Requirements] Qualification & Certification • Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial Engineering, Law or related field. • Master's degree/MBA is preferred. • Professional HR certifications such as SHRM, CIPD, HRCI or equivalent are desirable. • Training/certification in Organization Development, Talent Management, Lean/Continuous Improvement or Change Management is an advantage. • Good knowledge of Vietnamese labor regulations and HR practices. Background & Experience • Minimum 8–10 years of progressive HR experience, including at least 3–5 years in HRBP, HR Manager, Organization Development or equivalent strategic HR roles. • Demonstrated experience partnering with senior operational/business leaders. • Proven experience in organization design, workforce planning, talent management and performance/capability development. • Strong understanding of manufacturing operations, preferably including Lean manufacturing, continuous improvement and productivity improvement practices. • Experience using HR data and analytics to diagnose organizational and workforce issues and support management decisions. Professional competencies • Performance Management • Talent Management & Succession • Organizational Design • Learning & Development • HR system & technology Personal skills • Advanced analytics • Project management • Stakeholder management • Manufacturing & Lean mindset • HR Strategic thinking Leadership & Management skills • Strategic vision mindset • Change management • Trust building & Strong influencing