HR Business Partner Manager

1. Business partnership and workforce planning Sit in the business unit's planning and review rhythm. Translate game launches, live-ops cycles and market plans into headcount, capability and cost needs. Own the business unit's annual workforce plan and headcount budget with Finance. Approve and shape hiring requests before they go to SSC Talent Acquisition: role scope, level and priority.
2. Organization design and change Diagnose organization issues and propose structure, spans and layers, and role clarity, using COE's org design standards. Lead the people side of restructures, team splits and merges, and new studio or team set-ups. Plan and run change communication so the business keeps delivering through the change.
3. Performance, talent and rewards decisions Run the performance cycle and calibration for the business unit, end to end with COE (HR Product). Prepare promotion and salary review proposals within COE's bands and guidelines. Hold the line on exceptions. Run talent reviews and succession planning for critical roles, and build retention plans for key talent.

Bachelor's degree in Human Resources, Business, Psychology, Law or a related field. 6+ years in HR, including 3+ years as an HRBP partnering directly with a department head or business unit leadership team. Hands-on experience across performance management, organization design or restructuring, and employee relations under the Vietnamese Labour Code. Has worked inside an HRBP / COE / SSC model, or clearly understands how work hands off between the three. Uses people data confidently: builds and reads dashboards in Excel, Google Sheets or a BI tool, and brings data into leader conversations.