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Plant HR Manager-#287

Client Information


Our client is leading in FMCG

Job Information

Plant HR Manager

The Plant HR Manager guides and manages the overall provision of Human Resources services, policies, and programs for the entire plant. The major areas directed are:

  • Recruiting and staffing;
  • Performance management and development
  • Organization development;
  • Employment and compliance to regulatory concerns;
  • Employee orientation, development, and training;
  • Policy development and documentation;
  • Employee relations;
  • Company employee and community communication;
  • Compensation and benefits administration;
  • Employee safety, welfare, wellness and health
  • Charitable giving; and
  • Employee services and counseling.
  • The Human Resources Manager originates and leads HR practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
  • The Human Resources Manager coordinates implementation of services, policies, and programs through HR staff; reports to the DOM and serves on the management team; and assists and advises line managers about HR issues.

Core Responsibilities:

  • Development of the Human Resources Department
  • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
  • Develops and monitors an annual budget that includes Human Resources services, training & recruitment, C & B.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Leads the development of department goals, objectives, and systems.
  • Establishes departmental measurements that support the accomplishment of the company’s strategic goals.
  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department.
  • Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the plant.
  • Participates in management, and Supply chain staff meetings and attends other meetings and seminars.

Training and Development

  • Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
  • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on boarding, management development, production cross-training, the measurement of training impact, and training transfer.
  • Assists managers with the selection and contracting of external training programs and consultants.
  • Assists with the development of and monitors the spending of the corporate training budget.


  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Interviews management- and executive-level candidates; serves as interviewer for position finalists.
  • Chairs any employee selection committees or meetings.

Employee Relations

  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • Reviews, guides, and approves management recommendations for employment terminations.
  • Leads the implementation of company safety and health programs. Monitors the tracking of EOHS-required data.
  • Reviews employee appeals through the company complaint procedure.
  • The Individual


  • Undergraduate degree in Human Resources Management/ Business Administration/ English language, etc.


  • 5 – 8 years in relevant job/ position in multi-national company
  • Deep understanding about local law & regulations

Key Competencies:

Strategic HR Planning and Business Alignment: Anticipates trends and develops strategic solutions to meet the needs of the organization by partnering and aligning with business leaders

  • Ensure employees at all levels understand the organization’s strategy and objectives
  • Anticipates emerging business and organizational needs and trends, incorporating them into the HR strategies
  • Translates business and people needs into practical HR strategies and solutions
  • Develops creative solutions when faced with business challenges
  • Maintains a long-term perspective while paying attention to day-to-day operations
  • Identifies local short-term and long-term priorities to support regional and global HR strategy

Coaching and Facilitation: Coaches and influences others to achieve clarity and improve organization effectiveness

  • Listens carefully to identify different perspectives and drive alignment
  • Able to diagnose issues that reduce team effectiveness and create solutions
  • Constructively challenges people by asking questions which enable them to understand and resolve issues
  • Consults and collaborates with managers to resolve workforce issues
  • Leverages knowledge of formal and informal structures in the organization
  • Facilitates ongoing cross-organizational alignment

People and Organization Insight: Balances the needs of the employee and Company to ensure fairness and equity

  • Leverages employee insights in order to increase engagement and create an inclusive work environment
  • Maximizes formal and informal employee insights to drive value-added HR initiatives
  • Seeks to understand the thoughts, feelings, and concerns of employees
  • Spends time with people to understand their perceptions of the organization
  • Seeks representation of diverse opinions and perspectives when developing plans and programs
  • Understands how the work environment impacts employee engagement
  • Shows cultural awareness and sensitivity when making decisions that affect Client people
  • Ensures a balanced view of people’s strengths and areas to develop

Change Management: Works proactively to facilitate change and its impact at all levels of the organization

  • Proactively seeks and identifies the need for change management at early stage and starts the change management process
  • Applies and promotes client ’s change management framework and tools to address business and people implications of change in a structured way
  • Identifies and engages key stakeholders to gain buy-in for new initiatives
  • Recognizes the impact of change on people and helps them adjust while maintaining productivity
  • Creates and evaluates HR practices that reinforce desired behaviors
  • Demonstrates personal commitment to change through words and actions; acts with confidence and personal integrity
  • Provides ongoing guidance and builds capability of business leaders and implementation teams to proactively manage change initiatives

Business Analytics and Financial Acumen: Creates and evaluates HR solutions based on a deep understanding of analytical tools to assess business and financial implications

  • Understands the different parts of the business and how they perform and link together
  • Understands the key drivers and measures of business and financial performance
  • Understands the budget and planning process
  • Uses relevant financial terms
  • Asks the right questions in order to understand the data as well as underlying assumptions and rationale
  • Researches & analyzes internal and external data to arrive at decisions
  • Considers the financial impact of HR programs and services
  • Applies ROI mindset for HR programs and services to determine their effect on the bottom line

HR Functional Competence: Demonstrates professional competence by using knowledge and in-depth experience in HR areas important to job performance

  • Keeps self and others informed of external trends
  • Understands and applies total compensation and benefits systems and strategies
  • Analyzes knowledge and skill gaps and identifies or creates learning solutions
  • Finds creative ways for the organization to recognize, motivate, and reward people
  • Creates effective approaches for attracting, selecting, developing, and retaining people
  • Understands relevant employment laws and practices and knows when to seek advice and counsel
  • Counsels line managers on the potential employee relations impact of business issues and decisions
  • Assesses individual potential and capabilities to facilitate optimal placement of candidates
  • Assesses organizational capabilities and design structure and jobs to drive business strategy
  • Coaches line managers to utilize performance management & development processes and tools
  • Effectively selects and manages external business partners while maintaining Client ’s ethical standards

Technology Utilization: Understands and leverages technology to effectively deliver HR services and to help people work in a more productive and innovative way

  • Leverages technology to explore external trends and best practices to create innovative HR solutions
  • Keeps up to date with new technology and its relevance to our business
  • Understands what data is available in SAP HR and other systems
  • Efficiently extracts and manages data to meet HR and business needs
  • Uses systems and applications effectively to make fact-based decisions and deliver and improve HR services
  • Partners with IT and external vendors to develop or enhance HR technology.
  • Promotes the use of collaboration tools to help people work more productively

Personal Credibility: Establishes oneself as a trusted advisor by demonstrating personal integrity, competence and confidence

  • Gains trust, support and commitment of others by being credible, transparent and acting with high ethical standards.
  • Exhibits sound judgment when making decisions and taking action
  • Has the courage to tell leaders what they may not want to hear
  • Offers concrete, honest feedback to all levels in the organization
  • Doesn’t allow sentiment or internal politics to get in the way of making objective decisions
  • Thinks creatively to find more effective ways to meet customer needs
  • Delivers against commitments
  • Communicates effectively to all levels of the organization




General Information

Binh Duong



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Plant HR Manager job closed

Mr. Nam Hoang



Plant HR Manager


Binh Duong


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