Position Summary:
The HR Business Partner serves as a key link between Operations, Finance, and Group HR, with a primary focus on labor budget control, cost efficiency, and performance management. The position ensures that workforce planning, headcount, and remuneration structures are tightly aligned with production and financial goals.
This role is particularly critical in analyzing labor cost data, maintaining dashboards, and ensuring KPI and incentive schemes are implemented effectively, consistent with both business performance and corporate HR guidelines.
Key Responsibilities:
Labor Budget & Cost Control
Analyze and report on monthly labor cost variances versus budget (headcount, overtime, allowances, incentive payout).
Develop, monitor, and control labor budgets across production units, ensuring alignment with business and financial targets.
Support the Finance Director in preparing labor cost projections, sensitivity analysis, and productivity ratio tracking.
Coordinate with Finance to ensure all HR cost elements are accurately captured and forecasted.
Labor Cost Dashboard & Data Analytics
Lead the continuous improvement of HR reporting tools to enhance visibility and accuracy of labor analytics.
Provide timely, data- driven insights to management regarding workforce utilization, efficiency, and cost per output.
Identify trends in absenteeism, overtime, or manpower utilization that affect operational cost.
Build and maintain labor cost dashboards that consolidate data from HR, payroll, and production.
KPI & Incentive Scheme Management
Administer, track, and analyze KPI- based performance schemes for both production and office staff.
Work with Finance and HR to ensure KPI weighting, target setting, and payout mechanisms are transparent and aligned with company goals.
Prepare performance dashboards and presentations for management and group reporting.
Conduct periodic reviews to ensure incentive programs remain fair, motivating, and cost- efficient.
Workforce Planning & Productivity
Recommend headcount optimization strategies based on workload, efficiency, and turnover analysis.
Partner with Production and Department Heads to forecast manpower requirements by skill, shift, and cost center.
Support initiatives to improve productivity, reduce overtime dependency, and optimize labor mix (direct vs. indirect).
HR Coordination & Compliance
Work with Group HR to align compensation structures, grading, and talent frameworks.
Oversee local HR administration and ensure compliance with Vietnam labor laws and internal policies.
Consolidate remuneration data for management and expatriates to support financial closing and audit requirements.
