HR Business Partner tập trung Talent cho mảng logistics, đồng hành cùng lãnh đạo về chiến lược nhân sự và tuyển dụng toàn trình.
Yêu cầu
Kinh nghiệm HRBP hoặc vai trò HR đối mặt talent, thành công partner với business leader môi trường tăng tốc
Kinh nghiệm tuyển dụng full-cycle thực tế, cân bằng được công việc chiến lược và delivery
Kỹ năng quản trị stakeholder, ảnh hưởng không quyền lực xuyên văn hóa
Tư duy generalist: chủ động sở hữu portfolio trách nhiệm HR liên quan
Trách nhiệm
Đồng hành HR chiến lược với lãnh đạo logistics: hoạch định tổ chức, kế hoạch đầu người, xây dựng năng lực, kế thừa
Quản lý vòng đời tuyển dụng end-to-end: tư vấn nhu cầu, sourcing, screening, phỏng vấn, offer, onboarding
Theo dõi KPI tuyển dụng (time-to-fill, cost-per-hire, conversion, offer acceptance), duy trì dữ liệu ATS, báo cáo insights
Hỗ trợ vận hành HR tại địa phương: chính sách, luật lao động, bảo hiểm, phối hợp với HRSSC khu vực
Có thì tốt
Am hiểu luật lao động và vận hành HR tại địa phương
Thành thạo tiếng Anh (làm việc cross-functional, regional)
Tóm tắt bằng AI từ JD gốc, đọc JD gốc trước khi ứng tuyển.
About the Role
Shape the people agenda behind one of Southeast Asia's fastest-growing logistics networks. In this role, you'll be the trusted HR partner to logistics leadership — driving organization planning, talent strategy, and workforce effectiveness — while also owning high-impact talent acquisition work that directly fuels business growth.
This is a hybrid HRBP role with strong TA exposure, ideal for someone who wants to build depth in both strategic partnership and talent delivery, rather than staying confined to a single HR silo.
What You'll Do
Strategic HR Partnership (Core Focus)
Act as a trusted advisor to logistics leadership, aligning HR strategies with business goals and proactively providing insights that drive organizational performance, productivity, and agility.
Partner with business leaders on org design, headcount planning, capability building, and succession planning — supporting rapid scale-up and optimization in a high-growth environment.
Lead change initiatives and cultural alignment, helping teams navigate operational and people-related transitions with clarity and confidence.
Drive performance management, feedback culture, and learning interventions in partnership with L&D and Talent teams.
Talent Acquisition (Core Focus)
Manage end-to-end recruitment cycles: consult with hiring managers on role requirements, craft compelling job postings, and source candidates through LinkedIn, job portals, referrals, and talent pools.
Deliver a smooth, professional candidate experience through screening, interview coordination, and clear communication at every stage.
Extend and negotiate offers within approved bands, and partner with HR operations on pre-employment checks and onboarding handover.
Track recruitment KPIs (time-to-fill, cost-per-hire, funnel conversion, offer acceptance rate), maintain ATS data quality, and share hiring updates and market insights with leadership.
HR Operations Support (Secondary)
Support employee life-cycle activities that require local presence, and help implement approved country HR policies, labor law requirements, and procedures in coordination with the regional HRSSC team.
Act as the internal point of contact with external insurance providers — managing documentation and responding to employee queries.
Job Requirements
Solid experience as an HRBP or in a talent-facing HR role, with proven success partnering with business leaders in a fast-paced environment.
Hands-on recruitment experience across full-cycle hiring; comfortable juggling both strategic and delivery-oriented work.
Stakeholder management skills and the ability to influence without authority across cultures.
A generalist mindset: you don't need to specialize in one HR function — you thrive owning a portfolio of related responsibilities.
Familiarity with local labor law and HR operations is a plus.
Fluency in English is a strong plus — this role involves collaboration with regional and cross-functional teams.
