Head of Human Resources Department

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This is a build role, not a caretaker role.Neyu is in a transformation phase. The HR function is being established from the ground up: culture, compensation architecture, talent acquisition capability and performance management are all to be designed and implemented, under tight cost discipline and on a short timeline.The Head of HR owns that build end to end, and is measured on three outcomes:

• Culture — a young, connected, high-tempo culture that matches how a performance marketing business actually operates

• Cost — a measurable reduction in cost per hire through in-house talent acquisition capability, replacing agency dependency

• System — compensation framework, job architecture, KPI and performance review operating

KEY RESPONSIBILITIESCulture and organisational engagement

• Define core values and behavioural standards, and translate them into daily operating practice rather than statements on a wall

• Build the mechanisms that connect teams across functions and across markets

• Establish two-way internal communication and measure engagement on a regular cycle

• Partner with the executive team through the transformation: communicate change clearly and hold the confidence of the organisation

Compensation, job architecture and performance management

• Design the full framework: salary bands, job architecture and levelling, bonus and incentive schemes, benefits

• Build the KPI framework and performance review programme, anchored to business results

• Keep the package competitive within what the business can afford — balance retention against cost control

• Own the people cost budget jointly with Finance: headcount planning, forecasting and control

Talent acquisition and cost optimisation

• Build and lead a robust in-house talent acquisition engine to drastically reduce external agency cost and agency dependency

• Establish agile recruitment processes capable of filling high-volume and critical senior roles across SEA and LATAM at performance-marketing speed

• Build the employer brand so the company attracts candidates directly, without paying for access to them

• Build and maintain a talent pool for recurring roles: Media Buyer, Account Manager, Telesales, Operations

• Standardise onboarding so new hires reach productive output faster

• Own quality of hire, measured by probation pass rate and six-month retention

Learning and development

• Build the training roadmap by role and level, mapped to a competency framework

• Prioritise in-house delivery and on-the-job coaching over external training spend

• Define career paths with clear, published criteria for progression

• Identify and develop successors for business-critical roles

HR operations and compliance

• Select, implement and optimise a scalable HRIS/HCM system suitable for a multi-country workforce

• Ensure strict adherence to local labour law, compliance requirements and payroll regulations across Vietnam, SEA and LATAM, in close collaboration with Finance

• Standardise employee records, contracts, onboarding and offboarding

• Deliver regular people reporting to the Board: headcount, people cost, turnover, performance

Essential

• 10+ years of progressive HR experience, with at least 3–5 years as Head of HR, HR Director or an equivalent senior leadership role

• Proven track record in a greenfield build or an organisational transformation phase — not solely maintaining an established function

• Experience in fast-paced, high-pressure industries: e-commerce, performance marketing or tech startups

• Regional experience managing a multicultural workforce across Southeast Asia

• Has built and run an in-house talent acquisition team, with demonstrable results on cost per hire and quality of hire

• Has designed and implemented salary bands, job architecture and a performance management system

• Strong commercial acumen — understands how people metrics translate into P&L impact

• Absolute fluency in English, written and spoken, for Board-level and regional stakeholder communication

Preferred

• Exposure to LATAM markets

• Experience in a turnaround or restructuring environment

• Familiarity with cash-on-delivery or direct-to-consumer operating models

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Các phúc lợi dành cho bạn

Thưởng

Performance-based, linked to the measures in Section 5

Chăm sóc sức khoẻ

Statutory coverage

Khác

Company benefits scheme

Thông tin việc làm

NGÀY ĐĂNG26/10/2026

CẤP BẬCGiám Đốc và Cấp Cao Hơn

NGÀNH NGHỀNhân Sự/Tuyển Dụng > Nhân Sự Tổng Hợp

KỸ NĂNGHr Function Transformation, Compensation Process, Talent Acquisition, Performance Management, Business Acumen

LĨNH VỰCThương mại điện tử

NGÔN NGỮ TRÌNH BÀY HỒ SƠTiếng Anh

SỐ NĂM KINH NGHIỆM TỐI THIỂU10

QUỐC TỊCHKhông giới hạn

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