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Job Summary
Company Type:
Product
Technical Skills:
Recruit, HR
Location:
Ho Chi Minh - Viet Nam
Working Policy:
Hybrid
Job ID:
J01861
Status:
Close
Related Job:
HR Manager
Ho Chi Minh - Viet Nam
Product
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Strategic business partnering to drive business outcomes by optimizing talent, organizational structure, processes, and culture Ensuring compliance with local labor regulations and periodic review and update of the local employee handbook Contributing to global and regional HR projects, evaluating employee engagement levels, and providing guidance on resolving employee relations matters Collaborating with department leaders and hiring managers on hiring priorities and advising leadership on compensation strategy Leading and overseeing HR administrative services across the employee lifecycle, data analysis, and reporting on employment relations and workforce trends Maintaining accurate employee records and ensuring compliance with documentation requirements Supporting retention and workforce planning initiatives.
Negotiation
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Recruiting & Payroll services, Human Resource Services
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Promoting & building awareness of Pegasi's capabilities to clients and candidates Identifying client requirements with Customer Solutions Department Searching and building up candidate database Calling, meeting, and following up with candidates to utilize their skills and build a long-term relationship Consulting and introducing suitable opportunities offered by the clients to candidates Managing the process through getting vacancies, interviewing to the offer stage, and beyond Networking to build business information that can be converted into commercial opportunities Mentoring the juniors and newcomers when needed Participating in side projects/tasks to improve the organization continuously Other tasks are assigned by the line manager and company
Negotiation
View detailsHead of Human Resources
Ho Chi Minh - Viet Nam
Product
- HR
- Management
Workforce Strategy: Design and implement workforce strategies aligned with the product roadmap and business P&L priorities. Organizational Design: Lead initiatives to support scaling, restructuring, and portfolio expansion. Talent Planning: Drive long-term talent density and succession planning for critical roles. Capability Frameworks: Build capability models directly linked to business outcomes. Executive Partnership: Act as a strategic advisor to senior leadership on people-related decisions. Business Translation: Translate business strategy into talent and capability requirements. Data Insights: Provide workforce analytics to guide growth and investment decisions. Leadership Development: Strengthen leadership pipelines and organizational resilience. Hiring Standards: Elevate recruitment standards and evaluation logic to ensure long-term talent quality. High-Performance Culture: Establish a culture anchored in accountability and clarity. Leadership Programs: Build leadership development initiatives tied to strategic priorities. Performance Management: Align performance systems with measurable business impact. AI Integration: Embed AI-driven tools into recruitment, workforce planning, and performance management. Predictive Analytics: Develop predictive talent models to anticipate capability gaps. Automation: Leverage automation to improve efficiency and decision quality. AI Governance: Promote responsible AI practices in people-related processes. HR Dashboards: Build dashboards connecting people metrics to business KPIs, operationalizing AI at scale. Cultural Alignment: Strengthen organizational culture focused on innovation, speed, and ownership. Behavioral Reinforcement: Ensure hiring and leadership behaviors reflect cultural direction. Agility & Governance: Balance agility with governance in a dynamic digital environment.