The Vigo ★ 2.2

Policy Development & Communication

• Develop, update, and implement HR policies, ensuring compliance with labor laws, alignment with industry specifics, and company culture

• Standardize and govern the overall policy framework (compensation & benefits, disciplinary, leave, etc.), ensuring consistency, fairness, and transparency across the organization

• Collaborate with Legal/Compliance to ensure all policies are fully compliant and mitigate potential risks

• Design and execute policy communication plans, ensuring employees clearly understand and consistently apply policies through appropriate formats (e.g., FAQs, training sessions, town halls)

• Develop and manage the Employee Handbook, SOPs, and policy repository, ensuring they are up-to-date and easily accessible

• Establish feedback channels and monitor policy awareness and compliance, proactively identifying gaps and driving continuous improvement

• Ensure policies effectively support business performance, enhance employee experience, and enable organizational scalability

HR Operations

• Manage the full employee lifecycle — onboarding, offboarding, employment contracts, and personnel records

• Operate and continuously improve core HR processes — policies, employee handbook, and internal SOPs

• Partner with Payroll & C&B to ensure accurate and timely processing of compensation and benefits

• Ensure compliance with Vietnamese labor law and all relevant legal regulations

• Maintain complete, accurate, and audit-ready employee records at all times

HR Systems & Data

• Own and administer the HRIS — ensuring data integrity, system optimization, and consistent adoption across all HR functions

• Design and maintain HR dashboards that translate people data into actionable insights for leadership decision-making

• Identify opportunities to automate manual HR workflows — reducing administrative burden and improving operational efficiency

• Collaborate with IT and Finance to integrate HR systems with payroll, attendance, and performance management platforms

• Define and enforce HR data governance standards — ensuring confidentiality and compliance with applicable data protection regulations

• Present HR analytics reports to leadership on a regular cadence, highlighting trends and recommending people strategies

Culture Building

• Develop and execute a culture strategy that evolves with each stage of the company's growth

• Design and implement annual Employee Engagement programs — onboarding experiences, work anniversaries, and year-end celebrations\

• Manage Internal Communication content — internal newsletters, town halls, and company-wide updates

• Measure organizational culture health through regular pulse surveys, eNPS, and focus groups

• Partner with leadership to translate the Employee Value Proposition (EVP) into tangible, day-to-day employee experiences)

• Build and maintain an employee Recognition & Reward system that celebrates meaningful contributions

Job Specifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field

• Minimum 7 - 10 years of experience in HR Operations Manager / HRMt, with at least 3 years in a Senior or Managerial role

• Strong knowledge of labor law, social insurance, and personal income tax regulations

• Proven experience in building and optimizing HR processes, policies, and systems

• Experience with HRM/HRIS; strong proficiency in Excel and data analysis/reporting

• Good understanding of performance management, talent development, and employee engagement

• Experience in building and implementing corporate culture initiatives, enhancing employee engagement and employee experience

• Strong problem-solving, organizational, and stakeholder management skills

• High level of integrity, attention to detail, and ability to handle confidential information

• Ability to work in a fast-paced, dynamic, and scaling environment

Key Competencies

• Strong HR operations expertise (payroll, C&B, labor law compliance, and HR processes)

• System and data-driven mindset with the ability to design, optimize, and manage HR systems and reports

• Solid policy development and governance capability, ensuring consistency, fairness, and compliance across the organization

• Ability to support talent development and culture initiatives through effective HR systems and processes

• Strong stakeholder management and communication skills, with the ability to work closely with business leaders

• High level of execution excellence with a continuous improvement mindset