Human Resources Director

1. Position Objective

The HR Director is responsible for building, operating, and developing a comprehensive human resource management system for LABone, ensuring:

• The right people in the right roles with the right competencies
• A culture of discipline, professionalism, and continuous improvement
• Workforce readiness to support R&D, manufacturing, business development, export, and international market expansion strategies

2. Roles & Key Responsibilities

2.1. HR Strategy

• Develop mid- and long-term HR strategies (3–5 years) aligned with LABone’s development strategy
• Advise the Board of Directors on:
• Organizational structure
• Succession planning
• Workforce cost and productivity

2.2. Organizational & HR Systems

Design and standardize:

• Company-wide organizational structure
• Job Descriptions (JD) for all positions
• Competency Framework

Develop KPI – OKR – performance evaluation systems for each department.

Apply the 3P model (Position – Person – Performance) in compensation and benefits management.

2.3. Talent Acquisition & Development

Manage all recruitment activities, including:

• Hiring R&D engineers, manufacturing staff, QA/QC, Sales, Marketing, ERP, etc.
• Recruiting key personnel and mid-to-senior management roles

Build LABone’s employer branding.

Develop programs for:

• Onboarding and orientation training
• Professional, skill, and leadership development
• Career development pathways and succession planning

2.4. Corporate Culture & Labor Discipline

Build and promote LABone’s corporate culture:

• Discipline – Responsibility – Integrity – Continuous improvement

Develop and supervise implementation of:

• Labor regulations and company policies
• Reward and disciplinary policies
• 5S, safety, confidentiality, and data integrity (ALCOA+) regulations

Handle employee relations, complaints, and labor disputes.

2.5. Compensation, Benefits & Welfare

Develop and manage:

• Salary structures and grading systems
• KPI-based bonuses, project incentives, and innovation rewards
• Employee benefits policies (Social insurance, additional insurance, training programs, stock/ESOP if applicable)

Control payroll budgets and workforce costs.

2.6. Labor Law & Compliance

Ensure compliance with:

• Vietnamese Labor Law
• Social insurance and personal income tax regulations
• ISO, GMP, and ISO 17025 requirements (HR-related aspects)

Work with regulatory authorities when necessary (Department of Labor, Invalids and Social Affairs, Social Insurance agencies, etc.).

2.7. HR Digital Transformation & ERP

Implement and manage:

• HRM modules within ERP systems
• Electronic personnel records
• Time attendance, payroll, KPI tracking, and training management

Ensure data integrity, confidentiality, and traceability of HR data.

3. Authority

• Propose and approve HR policies within delegated authority
• Participate in executive board and strategic meetings
• Decide on recruitment, reassignment, and disciplinary actions in accordance with company regulations
• Manage the entire Human Resources department

4. Competency Requirements

4.1. Education & Experience

Bachelor’s degree or higher in:

• Human Resource Management, Law, Business Administration, Economics, or related fields

Minimum 8–10 years of HR experience, including:

• At least 3–5 years in an HR Manager / HR Director position

Preferred experience in manufacturing, engineering, or R&D organizations.

4.2. Skills & Attributes

• Strategic and systems thinking
• Strong knowledge of labor law and modern HR management practices
• Strong leadership, communication, and negotiation skills
• Fair, principled, and highly confidential
• Ability to work under pressure and collaborate with multiple technical departments

Salary: Negotiable based on capability