HUMAN RESOURCES MANAGER

The Human Resources Manager is responsible for leading the hotel's human resources function and supporting the achievement of business objectives through effective people management, talent development, employee engagement, and compliance.

The successful candidate will work closely with the General Manager, Executive Committee, department heads, and the international hotel management group to implement group standards and best practices while ensuring that HR policies and practices are appropriately aligned with the hotel's ownership, local business environment, and Vietnamese labor regulations.

This role is a key business partner to hotel leadership, promoting a positive workplace culture, high employee engagement, service excellence, and a strong performance-driven organization.

Key Responsibilities

Human Resources Strategy & Leadership

• Develop and implement the hotel's annual HR strategy and action plan in alignment with business objectives and the standards of the international management group.

• Act as a strategic HR business partner to the General Manager and Executive Committee.

• Provide professional advice on workforce planning, organizational structure, employee relations, performance management, and people-related business decisions.

• Ensure HR policies and practices balance international hotel group standards with the requirements and expectations of the Vietnamese ownership and local operating environment.

Recruitment & Talent Acquisition

• Lead recruitment activities to attract qualified candidates for management, supervisory, and operational positions.

• Develop effective recruitment strategies and maintain strong relationships with recruitment channels, hospitality schools, professional networks, and local talent pools.

• Ensure recruitment and selection processes are fair, consistent, timely, and aligned with hotel standards.

• Support succession planning and development of internal talent for key positions.

• Maintain appropriate staffing levels based on business needs, operational requirements, and approved manpower budgets.

Employee Relations & Engagement

• Foster a positive, respectful, and professional workplace culture.

• Develop initiatives that improve employee engagement, motivation, retention, and overall colleague experience.

• Manage employee relations matters professionally and confidentially.

• Provide guidance to managers on disciplinary matters, grievances, performance concerns, and workplace issues.

• Conduct employee communication and engagement activities and ensure colleagues understand hotel policies, values, and business objectives.

• Monitor employee turnover and identify opportunities to improve retention.

Learning & Development

• Develop and implement the hotel's annual training and development plan.

• Coordinate orientation and onboarding programs for new employees.

• Ensure colleagues receive appropriate training in service standards, operational procedures, leadership, compliance, and professional development.

• Work with department heads to identify training needs and measure training effectiveness.

• Support management development, succession planning, and career-development programs.

Performance Management

• Coordinate the hotel's performance management and appraisal processes.

• Ensure managers establish clear objectives and provide regular feedback to their teams.

• Support the implementation of performance improvement plans where required.

• Promote a culture of accountability, continuous feedback, recognition, and professional development.

Compensation & Benefits

• Manage payroll and employee benefits processes in coordination with Finance and relevant external providers.

• Ensure payroll information, PIT is accurate, timely, confidential, and properly controlled.

• Monitor salary structures and benefits in relation to market practices and approved hotel policies.

• Support annual salary review, incentive, bonus, and recognition programs as applicable.

• Maintain accurate employee records and HR information.

HR Administration & Compliance

• Ensure compliance with Vietnamese labor laws, employment regulations, social insurance requirements, and other applicable statutory requirements.

• Maintain accurate and confidential personnel records, employment contracts, HR documentation, and employee databases.

• Ensure HR policies, procedures, employee handbooks, and workplace practices are regularly reviewed and updated.

• Coordinate with relevant authorities and external advisors when required.

• Work closely with the international management group to ensure required HR reporting and corporate standards are met.

Employee Welfare & Workplace Culture

• Oversee colleague welfare, recognition, and employee experience initiatives.

• Promote health, safety, well-being, diversity, inclusion, and respectful workplace practices.

• Support staff accommodation, meals, transportation, uniforms, recreation, and other colleague facilities where applicable.

• Organize employee events, recognition programs, and activities that strengthen teamwork and hotel culture.

HR Reporting & Analytics

• Prepare regular HR reports for hotel management and the international management group.

• Monitor and analyze key HR indicators, including headcount, payroll, turnover, absenteeism, recruitment, vacancies, training, and employee engagement.

• Provide management with practical recommendations based on HR data and trends.

• Ensure all HR reports are accurate and submitted within required deadlines.

Collaboration with Ownership & Management Group

• Maintain effective and professional communication with the hotel owner/ownership representatives and the international hotel management group on HR matters.

• Ensure HR initiatives support the hotel's commercial objectives while respecting agreed management standards and ownership expectations.

• Provide transparent and professional HR advice to both operational leadership and relevant ownership representatives when appropriate.

• Maintain clear communication and alignment between hotel management, colleagues, and corporate HR functions.

- Attractive salary and Benifits package

- Insurance by Law and Accident Insurance (PJICO) by the company.

- 13 month salary guarantee in Labour contract and more depends on business situation.

• Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field.

• Minimum 5 years of progressive HR experience, preferably within the hotel or hospitality industry.

• Previous experience as an HR Manager, Human Resources Manager, or similar leadership role in an internationally managed hotel is highly desirable.

• Strong knowledge of Vietnamese labor legislation and HR best practices.

• Experience in recruitment, employee relations, performance management, training and development, payroll, and HR administration.

• Experience working with international hotel brands or management groups is an advantage.

• Strong English communication skills, both written and spoken; Vietnamese fluency is essential.

• Proficiency in Microsoft Office and HRIS/payroll systems.

Key Competencies

• Strong leadership and people-management skills

• Excellent interpersonal and communication abilities

• High level of integrity, confidentiality, and professionalism

• Strong knowledge of Vietnamese HR and labor practices

• Business-oriented and commercially aware

• Excellent problem-solving and conflict-resolution skills

• Ability to influence and coach managers

• Strong organizational and time-management skills

• Culturally sensitive and comfortable working in a multicultural environment

• Proactive, approachable, and service-oriented

• Ability to balance international standards with local business and ownership requirements

Key Performance Indicators

Success in this role will be measured by:

• Employee engagement and retention

• Recruitment effectiveness and time-to-fill vacancies

• Manpower and payroll cost management

• Compliance with Vietnamese labor regulations and company policies

• Completion and effectiveness of training programs

• Performance management and succession planning effectiveness

• Employee relations and workplace culture

• Accuracy and timeliness of HR reporting

• Implementation of international management group HR standards

• Overall colleague satisfaction and employee experience