HR Manager / Senior HR Manager

Trusting Social is an AI Fintech pioneer that's revolutionizing credit access in emerging markets. Our mission is "Advancing AI to Meet the Financial Needs of Everyday Consumers with Empathy." We've assessed over 1 billion consumers across four countries, and we're on a mission to provide 100 million credit lines using the power of AI and Big Data.

How You'll Make an Impact

This role builds and develops the organisation across two legal entities — one commercial, one technology — through organisation development, HR strategy, learning and development, employee relations, and workforce planning, with a supporting hand on people data and HR operations rather than the daily running of them. It is a deliberately hands-on role: rather than only directing, you do the work yourself — designing the org and its processes, building the learning, advising on people's decisions, and turning data into recommendations. As we grow, so does the scope, including the chance to build and lead a team.

You'll thrive here if you can turn ambiguity into structure, act on the early signals before small issues grow, and would rather rethink a process than accept it as it is. You challenge how things have always been done, reach for AI as a first instinct to raise your own output, and keep judgement and discretion at the centre of everything you touch.

What You'll Do

Organisation Development

• Translate business goals into people plans — the capability, structure, and roles the company needs to deliver them.
• Design and maintain org structures, role definitions, and job architecture, and own headcount and workforce planning against approved plans.
• Redesign core HR processes and policies from the ground up, not just administer the ones that exist.

Learning & Development

• Run the learning and performance-development cycles end to end, and produce L&D content yourself — using AI to build materials at a speed and standard a lean team could not otherwise reach.
• Identify capability gaps from performance data and manager input, turn them into a practical learning plan, and measure application and impact, not just attendance.

Employee Lifecycle

• Own the onboarding experience end to end across both entities — from pre-boarding and orientation through to the 90-day mark — with HR Operations executing the transactional steps.
• Design what new joiners should experience, run structured check-ins, and act on what those conversations tell you rather than filing them.
• Own probation assessment and confirmation: make sure managers assess properly, decisions are sound, and outcomes are well documented.
• Own the offboarding experience: conduct exit interviews, analyse why people leave, and turn those findings into retention actions the business will act on.
• Make sure the moments that shape how people feel about working here — promotion, transfer, return from leave, long service — are handled deliberately rather than by default.

Performance

• Own the outcome of the performance cycle — the quality, fairness, and usefulness of what comes out of it. HR Operations runs the mechanics: system setup, timelines, tracking, and completion reporting.
• Design the performance framework, rating scale, and assessment criteria, and evolve them as the organisation changes.
• Brief and coach line managers on how to assess, how to give difficult feedback, and how to write an evaluation that holds up.
• Lead calibration across both entities: challenge inconsistent or inflated ratings and drive to a distribution the business can defend.
• Turn performance outcomes into decisions — promotion and talent moves, development plans, and performance improvement plans where needed.
• Connect performance data to capability gaps and feed it directly into the learning plan.

AI & Automation

• Treat AI as a daily working tool — drafting, analysing, building SOPs, and automating workflows — with a human check on anything touching pay, compliance, or an individual.
• Remove the highest-volume manual work through better process design and automation, and document knowledge as SOPs so it sits with the organisation, not one person.

What We're Looking For

Experience & Background

• 12+ years in HR with a deep generalist / HR-operations foundation and real strength in getting the details right at volume.
• Experience at Manager / Senior Manager level, or having owned an HR function independently for a country or business unit — we hire for judgement and end-to-end ownership, not span of control.
• A track record of both improving processes and building programmes (OD, L&D, engagement, communication), ideally across more than one legal entity. Startup or tech background is a strong plus.
• Comfortable working fully hands-on, especially in the early stage before a team is in place.

How You Work

• You use AI daily as a core part of the work — content creation, training and SOP design, data analysis, and workflow automation — well beyond basic chat, crafting clear prompts and evaluating outputs critically.
• You take initiative and experiment to find where AI and better process can expand your output, producing results without waiting to be directed.
• You connect HR knowledge with data, systems, and AI, and coordinate across functions to solve problems a single domain could not.
• You learn fast and on your own, treating new tools and methods as something to master rather than avoid.

Skills & Competencies

• Business Owner — takes full accountability for HR delivery end to end and makes the call without waiting for central approval.
• Domain Expert — the person the organisation trusts to get HR right, and who documents and teaches it so quality never depends on one individual.
• Relationship Manager — builds the trust with managers and employees that keeps relationships, and retention, strong.
• Strong knowledge of local labour law, social insurance, PIT, benefits administration, and payroll inputs; hands-on with a major HRIS (Omni HR, Workday, SAP SuccessFactors, or similar) and strong spreadsheet and data skills.
• Strong English communication skills (spoken and written — professional fluency required).
• High adaptability and comfort operating in fast-paced, ambiguous environments.

What We Offer

Join our vibrant team and enjoy:

• Opportunity to work and learn from one of the best and brightest technology teams in Vietnam
• Be part of a winning team with exponential growth regionally, experience recruiting world-class talents
• Competitive compensation package, including 13th-month salary and performance bonuses
• Comprehensive health care coverage for you and your dependents
• Generous leave policies, including annual leave, sick leave, and flexible work hours
• Convenient central district 1 office location, next to a future metro station
• Onsite lunch with multiple options, including vegetarian
• Grab for work allowance and fully equipped workstations
• Fun and engaging team building activities, sponsored sports clubs, and happy hour every Thursday
• Unlimited free coffee, tea, snacks, and fruit to keep you energized
• An opportunity to make a social impact by helping to democratize credit access in emerging markets

At Trusting Social, we live by ownership, integrity, and agility in execution. We believe in doing what's right, what's best, and what's innovative. If you're smart, driven, and want to make a difference in the world with the most advanced and fascinating technology, come join our team. We offer the runway to truly make an impact.

Learn more about us: https://trustingsocial.com | https://www.youtube.com/watch?v=inAEDGvOcL8&t=29s

To Apply: Please submit your resume, along with a cover letter detailing your interest in the role and how your experience aligns with the requirements and values of Trusting Social. We look forward to reviewing your application and exploring the possibility of you joining our exceptional team.