HRBP Supervisor

Role Summary
The HRBP Supervisor acts as a strategic partner and "co- pilot" to the HR Manager in planning, executing, and evaluating comprehensive HR initiatives. This role plays a critical part in Organizational Design (OD), establishing performance management frameworks (KPI/OKR), and standardizing HR policies and procedures. The ultimate goal is to optimize workforce efficiency, particularly during organizational restructuring or when driving high performance across commercial and operational teams within a fast- paced FMCG environment.
Key Responsibilities
Organizational Design & Planning (OD) (25%)

Partner with the HRM to review, diagnose, and plan organizational charts aligned with different business phases.
Advise on and redesign departmental structures (with a strong focus on front- line units undergoing transformation or requiring efficiency optimization) to ensure a lean organization, clear functional roles, and streamlined workflows.

Workforce Efficiency Analysis & Budget Control (20%)

Collaborate with the HRM to develop and strictly control the HR budget (headcount, C&B, training), ensuring cost optimization while maintaining the organization&039;s competitive edge in the talent market.
Conduct an in- depth analysis of Human Capital ROI, evaluating the correlation between personnel costs and the performance output of each department.

Performance Management & Capability Development (25%)

Design, refine, and implement advanced performance management models (KPI, OKR) to ensure individual and departmental targets are strictly aligned with the company&039;s overarching strategic objectives.
Act as a consultant to Line Managers in assessing team capabilities, thereby developing practical upskilling and reskilling programs to close competency gaps and elevate workforce readiness.

Total Rewards Policy Development (15%)

Research and design flexible, diversified, and tailor- made Compensation & Benefits policies tailored to the specific dynamics of different departments (e.g., sharp, aggressive incentive schemes to drive Sales volume, or competitive retention packages for key Back- office talent).

HR Operations Foundation (15%)

Draft, develop, and continuously update internal labor rules, company regulations, and HR procedures.
Build clear operational templates and workflow guidelines, establishing a solid legal and operational foundation for the HR Ops team to execute daily tasks seamlessly and compliantly.

Background in FMCG, Retail, or Distribution is highly preferred. Data & Tech Savvy: Highly proficient in Power BI and Advanced Excel. Proven ability to build HR dashboards, analyze metrics, and translate raw data into strategic workforce insights.
Analytical & Critical Thinking: Strong capability to dissect complex organizational issues, identify root causes of underperformance, and propose data- driven solutions.
Mindset & Influence: A systems thinker with strong problem- solving skills. Excellent ability to partner with, advise, and influence Line Managers effectively.
Experience: Bachelor’s degree with 5+ years of HR experience (including HRBP, OD, or HR Analytics).

Chế độ bảo hiểm, Du Lịch, Phụ cấp, Chế độ thưởng, Chăm sóc sức khỏe, Đào tạo, Tăng lương

Cập nhật gần nhất lúc: 2026-03-15 13:45:02