HRBP Manager (Retail/ F&B background preferred)

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
The HR Business Partner (HRBP) serves as a strategic advisor and trusted people partner to business leaders, aligning people strategy with operational and corporate goals.

This role exists to enable high-performing, engaged teams by embedding 4P’s values, leadership culture, and best HR practices while ensuring compliance with local and global standards.
The HRBP integrates HR solutions with business priorities, driving partner experience, performance, and long-term organizational capability across assigned business units.

III. KEY ACCOUNTABILITIES

1. Strategic Partnership

• Act as the primary HR advisor to assigned business units (restaurants, production, delivery hubs, or corporate functions).
• Translate business goals into actionable people strategies aligned with P&C objectives.
• Support leaders in workforce planning, talent deployment, and organizational development.

2. Leadership & Coaching

• Mentor and develop HR Performance Coaches or other direct reports as assigned.
• Coach managers on partner performance, development, and engagement.
• Build leadership capability through feedback, learning, and continuous improvement.

3. Talent & Workforce Planning

• Facilitate workforce and succession planning discussions across business units.
• Partner with Talent Acquisition to ensure staffing pipelines meet business demand.
• Collaborate with Learning & Development to align growth programs with performance needs.

4. Engagement & Culture

• Champion 4P’s culture, values, and EVP across all touchpoints.
• Drive programs that foster partner engagement, recognition, and well-being.
• Support the roll-out of engagement surveys and action-planning initiatives.

5. HR Operations & Compliance

• Ensure consistent and fair application of HR policies and procedures.
• Manage partner relations cases with confidentiality, integrity, and empathy.
• Monitor compliance with labor laws and 4P’s governance standards.

6. Data & Insights

• Leverage HR analytics to monitor trends in turnover, absenteeism, and engagement.
• Provide insights and data-driven recommendations to leadership for decision-making.
• Support workforce reporting and dashboards in partnership with HR Systems and Data teams.

IV. SUCCESS METRICS & KPIs

• Partner Engagement: Improved engagement and well-being scores across assigned units.
• Retention & Stability: Reduction in voluntary turnover and enhanced workforce continuity.
• Performance Management: 100% completion of reviews and coaching plans.
• Leadership Capability: Improved manager effectiveness and feedback scores.
• Compliance: Zero unresolved policy or legal violations.

V. CORE COMPETENCIES

• Partner-Centric Communication & Relationship Building
• Strategic & Analytical Thinking
• Coaching & Influencing Skills
• Cultural Agility & Inclusiveness
• Business Acumen & HR Expertise
• Problem-Solving & Resilience

VI. TOOLS, ENVIRONMENT & WORKING CONDITIONS
Systems & Tools: HRIS (HiBob or equivalent), ATS (SmartRecruiters or local platform), Microsoft 365, Power BI, Ribbon.ai
Work Setting: Hybrid model combining office, operational site, and remote collaboration.
Travel Expectations: 20–40% (domestic or regional, depending on assigned scope).

VII. REQUIRED QUALIFICATIONS

• Education Background: Minimum: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Preferred: Master’s degree in HR, Organizational Development, or equivalent discipline.
• Language Proficiency: required: English – Advanced (spoken & written).
• Local language proficiency as required by assigned market.

VIII. REQUIRED EXPERIENCE

• Duration: 6–8 years in HR, including at least 3 years as an HRBP or equivalent.
• Relevant Experience: Partner relations, workforce planning, and people development in multi-site or regional settings.
• Stakeholder Management: Demonstrated ability to influence and partner with senior leaders and frontline managers.
• Industry Background: Experience in service-driven sectors (F&B, hospitality, retail, or manufacturing).
• Leadership: Proven experience managing individuals or cross-functional initiatives.

IX. CAREER PROGRESSION

• Feeder Roles: HR Specialist, HR Consultant, HR Performance Coach, HR Operations Lead.
• Next Roles: Senior HRBP, Country P&C Lead, Regional P&C Manager, or Center of Excellence Lead.
• Mobility: Opportunities for cross-country assignments, global projects, and lateral moves across People & Culture functions.

X. COUNTRY & ROLE-SPECIFIC REQUIREMENTS

• Must comply with host-country labor laws, equal opportunity, and data privacy standards.
• Flexibility to support operational businesses (restaurants, production sites, or logistics hubs), which may require non-standard hours during peak cycles.
• HRBP KPIs and deliverables may vary per country based on labor market conditions, operational maturity, and compliance reporting.

This Job Profile serves as a reference framework. Actual scope, deliverables, and performance measures may be adapted based on business priorities and local context.