Regional HR Director

Position Title:

Company:

Reporting To:

Location Primary:

Mobility Requirement:

Scope of Workforce:

Search Status:

1. Executive Summary

2. Role Overview & Core Purpose

3. Key Responsibilities and Strategic Priorities

Priority A: High‑Speed and High‑Volume Talent Acquisition (35%)

• Factory and Volume Recruitment: Re‑engineer mass‑hiring funnels in Central (Huế) and Southern (Dong Nai) Vietnam to maintain continuous staffing for 5,000+ manufacturing headcounts while minimising time‑to‑fill and ramp‑up lead times.
• Management and Back‑Office Search: Establish strong talent pipelines for specialised engineering, digital 4.0 technical talent, supply chain experts, and strategic management roles.
• Employer Branding: Position the Group Brand as an employer of choice in apparel manufacturing, leveraging its unique social enterprise foundation and lifelong education initiatives.

Priority B: HR Strategic Advisory and BOM Alignment (25%)

• HR Spectrum and Agenda Architecture: Design and deploy a standardised regional HR framework that spans organisational design, competency frameworks, total rewards, performance management, and succession planning.
• Strategic Partner to COO and BOM: Provide data‑driven insights on labour costs, workforce capacity planning, productivity benchmarks, and organisational agility.
• Regional Integration: Oversee HR compliance, policy alignment, and culture cascades for non‑Vietnam cluster nodes (Laos, Philippines, China, Sri Lanka) and global office interfaces (~5% volume).

Priority C: HR Operations Excellence and Industrial Relations (25%)

• Dual‑Site Operations: Streamline HR delivery across the primary Huế and Dong Nai (Bien Hoa II) operational hubs and other clusters through harmonised SOPs and continuous digitisation.
• Labour and Employee Relations: Foster positive employee relations, ensuring zero disruption across high‑volume factory floors while strictly adhering to Vietnamese labour laws and global ESG/compliance standards.
• Team Leadership: Lead, coach, and elevate the performance of the 10 FTEs of the direct HR team (evaluating direct reports in HR Operations and HR Management covering Payroll, IR/ER, Factory HR, TA, L&D, C&B, and HRBP/OD).

Priority D: Organisational Development and Lifelong Learning (15%)

• Skill Advancement and Automation Integration: Partner with plant management to build upskilling programmes aligned with Industry 4.0 automation across production lines.
• Performance Culture: Refine KPI frameworks, merit‑based incentive structures, and leadership pipelines to foster continuous growth across all levels.

Areas of Knowledge:

• HR Strategy and Corporate Governance: Partner directly with the CEO to develop and execute overarching HR strategies, organisational structures, systems, and procedures that support agile real‑estate development objectives.
• Culture and Family‑Orientated Engagement: Build, nurture, and maintain an authentic company culture that balances high performance with core principles of a close‑knit, family‑orientated work environment.
• Compensation, Benefits and HR Compliance: Review, update, and manage comprehensive C&B schemes, competitive incentive plans, performance‑based bonus structures, and workplace policies that comply with Vietnamese labour laws.
• Talent Acquisition and Workforce Planning: Collaborate with business heads to anticipate staffing needs, build robust talent pipelines for real‑estate development functions, and oversee end‑to‑end recruitment efforts.
• Talent Development and Capability Building: Identify organisational skill gaps and coordinate with department heads to design impactful training and leadership development programmes.
• HR Operations and Executive Support: Oversee day‑to‑day HR administration, employee relations, and health and safety programmes; perform ad‑hoc strategic tasks assigned by the CEO.

4. Key Performance Indicators (KPIs)

Requirements

Background and Experience

• Education: Bachelor's degree or higher in Human Resources, Business Administration, Industrial Relations, or a related field. Professional HR certifications (SHRM‑SCP, SPHRi) are preferred.
• Experience Level: Minimum 12–15+ years of progressive HR experience, with at least 5+ years in a senior HR director, head of HR, or regional HR lead role within large‑scale FDI manufacturing businesses.
• Scale Capability: Proven track record in managing direct labour workforces of over 5,000 employees across complex, multi‑site production facilities. Experience in apparel, textile, footwear, or electronics manufacturing is highly advantageous.

Technical and Strategic Competencies

• Mass and Leadership Talent Acquisition: Demonstrated mastery in rapid high‑volume factory recruitment alongside targeted executive search.
• HR Operations and Transformation: Proven capabilities in building HR systems from scratch or restructuring HR Spectrum frameworks across operational and corporate tracks.
• Multi‑Site and Regional Governance: Demonstrated ability to manage multi‑location workforces, labour unions, and cross‑border regional office protocols.
• Labour Law Mastery: Expert knowledge of the Vietnamese Labour Code, trade union relations, ESG audits, and FDI regulatory landscapes.

Location and Mobility Requirements

• Location: Ideally based in Huế, Vietnam, or in Bien Hoa II Industrial Zone, Dong Nai.
• Mobility: Full willingness and ability to travel frequently between the Huế and Dong Nai sites, with occasional travel to regional cluster offices (Laos, the Philippines, China, and Sri Lanka).

Languages and Soft Skills

• Languages: Native Vietnamese and Business Professional, fluent in English (written and spoken). Moderate communication skills in French or Mandarin have a bonus.
• Leadership Style: Strategic yet operationally hands‑on; human‑centric leadership, strong resilience, executive presence, and stakeholder management skills when advising the COO and BOM.

• Confidential Target Mapping: Target FDI manufacturing conglomerates (garment, footwear, electronics, FMCG) in Central and Southern Vietnam.
• Discreet Assessment: Multi‑stage interview process led by the EVP COO and Management Board, focusing on strategic HR development in mass recruitment speed, multi‑site HR governance, and cultural alignment with the Group’s social enterprise values.
• Offer and Transition: Structure a competitive compensation package reflecting regional mobility, executive impact, and performance bonuses tied to strategic TA and HR transformation deliverables.

Benefits