Human Resources Manager (Vietnam, onsite)

1. Strategic HR Management:

a) Develop and implement HR strategies that support organizational goals in the garment industry on a global scale.

b) Collaborate with senior management to understand business objectives specifically related to garment production and design, and formulate HR strategies accordingly.

c) Maintain accurate training records, reports, and use LMS tools for documentation.

2. Performance Management:

a) Lead the development and implementation of performance management systems that enhance employee performance and accountability, tailored to apparel production metrics.

b) Design and deliver learning experiences, onboarding programs, and leadership development initiatives.

c) Provide coaching to managers on performance management practices specific to garment industry operations.

3. Cultural Development:

a) Foster a culture of diversity, equity, and inclusion across global teams, particularly in culturally diverse garment manufacturing locations.

b) Collaborate with local HR teams to ensure alignment with global and regional HR policies, addressing specific labor practices in the garment industry.

c) CSR & Culture: Support organizational development through values, culture-building, and CSR-linked education efforts.

4. Employee Engagement and Retention:

a) Design and implement employee engagement initiatives to enhance workplace satisfaction, particularly in manufacturing and design settings, to reduce turnover.

b) Conduct periodic employee surveys and feedback sessions within garment production facilities to assess workplace atmosphere and make data-driven improvements.

5. Talent Management:

a) Oversee recruitment efforts to attract top talent in garment manufacturing, design, and retail, ensuring alignment with company culture and values.

b) Implement global talent management programs including training and development initiatives tailored to the specific skills required in the garment field.

c) Succession Planning: Develop internal growth paths and identify high-potential talent for future leadership roles.

a) Develop and implement leadership development programs to build a strong pipeline of future leaders across the organization.

b) Identify high-potential employees and provide coaching, mentoring, and career development opportunities to prepare them for leadership roles.

c) Coach and support managers and supervisors to improve leadership, communication, decision-making, and team management skills.

d) Strengthen succession planning by developing internal talent and preparing qualified employees for future leadership positions.

Eligibility:

· Minimum 10 years of HR management experience

· Proficient in Microsoft Office

· Strong English communication skills

· Experience working in a garment or footwear factory is preferred