Business Analyst - HR Transformation

Department: People & Culture Transformation
Location: Ho Chi Minh City Headquarters
Reporting to: Director, HR Transformation

I. ABOUT 4P’s CORPORATION
4P’s, headquartered in Ho Chi Minh City, Vietnam, operates 40 worldwide restaurants. Our main restaurant, Pizza 4P’s, has 35 stores in Vietnam and manages global franchises like IPPUDO and ABOUT LIFE COFFEE BREWERS. Our core products are food and beverages, specifically pizza, with key differentiators of "House-made cheeses", "Earth-to-people" and "Omotenashi" hospitality.
Pizza 4P’s is an innovative Vietnam-based Japanese Italian pizza restaurant that started in Vietnam with a simple yet powerful mission: “Delivering Wow, Sharing Happiness”. We are known for crafting artisanal pizzas, homemade cheese, and unique East-meets-West flavors while embracing sustainability and community impact at the heart of everything we do. Today, we operate restaurants across Vietnam, Cambodia, Japan, India and Indonesia, and continue to grow with a vision of bringing people together through memorable dining experiences.

II. ROLE PURPOSE
As we expand internationally, our People & Culture team is leading a multi-year HR Transformation journey focused on enabling our people, managers, and leaders through technology, data, and design.
This transformation aims to build scalable, modern HR systems and digital solutions that enhance employee experience and operational excellence across our growing community of 3,000+ partners.
The Business Analyst – HR Transformation will play a pivotal role in driving the modernization of our HR systems, data, and processes.This role bridges business needs, process design, and technology enablement, supporting the potential rollout of enterprise HR platforms, dashboards, and analytics capabilities.
You will collaborate across HR, Technology, Finance, and Operations to ensure clear requirements, structured processes, and actionable insights that empower 4P’s people ecosystem.

III. KEY ACCOUNTABILITIES

1. HR Transformation & Systems Delivery

• Partner with HR leaders, functional SMEs, and cross-functional teams to define business requirements and translate them into clear system specifications and workflows.
• Support design, testing, and rollout of HR technology solutions (HRIS, ATS, WFM, LMS, etc.).
• Facilitate discovery workshops to document current and future-state HR processes across the employee lifecycle (hire-to-retire, workforce planning, talent development, etc.).
• Develop and maintain BRDs, user stories, configuration documentation, and data dictionaries.
• Lead or coordinate UAT, including test scripts, issue logs, and release sign-off.
• Collaborate with data analysts to translate workforce data into meaningful dashboards and insights.

2. Process & Change Enablement

• Conduct gap analyses between current and desired HR processes, identifying opportunities for simplification and automation.
• Design scalable, compliant, and standardized HR workflows across countries.
• Develop SOPs, documentation, and user guides for business adoption.
• Support change management through communication, training, and stakeholder engagement.
• Evaluate ROI and effectiveness of HR technology and process initiatives.

3. Digital HR Operations & Analytics

• Partner with Tech and HR Operations to ensure data accuracy, integration integrity, and system reliability.
• Maintain HR data definitions, validation rules, and quality standards to support data governance.
• Identify opportunities for digital and process improvements to enhance employee experience.
• Contribute to HR transformation KPIs (e.g., data completeness, adoption rate, process cycle times).

IV. SUCCESS METRICS & KPIs

• Delivery of transformation milestones within scope and timeline.
• Stakeholder satisfaction and adoption rate of new tools or processes.
• Accuracy and usability of HR data and reports.
• Quality and completeness of process documentation and system specifications.
• ROI and efficiency improvement from implemented HR initiatives.

V. CORE COMPETENCIES

• Business Analysis & Process Design
• HR Systems & Data Literacy
• Project & Stakeholder Management
• Analytical Thinking & Problem-Solving
• Change Enablement & Communication
• Documentation & Technical Writing
• Collaboration & Cross-Functional Alignment

VI. TOOLS, ENVIRONMENT & WORKING CONDITIONS

• Systems & Tools: HRIS (HiBob, Workday, SAP SuccessFactors, or BambooHR), ATS, WFM, LMS platforms, Lucidchart, Miro, Confluence, Google Workspace, Notion, Data Studio or BI tools.
• Work Setting: Corporate office (Ho Chi Minh City).
• Travel Expectations: Occasional domestic or regional travel for discovery workshops, implementation support, or stakeholder engagement.

VII. REQUIRED QUALIFICATIONS

• Education Background:
  Bachelor’s degree in Business Administration, HR Management, Information Systems, or related field.
• Language Proficiency: English: Advanced (spoken & written),Vietnamese: Fluent

VIII. REQUIRED EXPERIENCE

• 4–6+ years of experience in business analysis, HR operations, or digital transformation, preferably in multi-country service industries (F&B, retail, hospitality).
• Solid understanding of HR processes across the employee lifecycle and exposure to modern HR tech stacks.
• Proven experience in documenting requirements, mapping workflows, and managing UAT.
• Skilled in visualization tools (Lucidchart, Miro) and collaboration platforms (Confluence, Google Workspace).
• Strong communication skills with the ability to bridge technical and business stakeholders.
• Data-driven mindset and ability to build HR dashboards or reports.
• Preferred:
  Certification in Business Analysis (CBAP, PMI-PBA) or HR (SHRM, CIPD).Familiarity with SQL or basic data querying.Experience with change management or service design methodologies.Understanding of data privacy and HR compliance frameworks.

IX. CAREER PROGRESSION
Feeder Roles: Business Analyst, HR Operations Specialist, Digital HR Coordinator.
Next Roles: Lead Business Analyst, HR Transformation Manager, HR Technology Manager.
Mobility: Opportunities to progress into broader People Analytics, HR Technology, or Digital Transformation leadership tracks.

X. COUNTRY & ROLE-SPECIFIC REQUIREMENTS
Must comply with Vietnam labor laws, data privacy, and HR governance standards.Flexibility to work with cross-country stakeholders and time zones.KPIs and project scope may evolve with transformation roadmap phases.

This Job Profile serves as a reference framework. Actual responsibilities, scope, and deliverables may be refined based on business priorities and transformation phases.