WINCOMMERCE ★ 4.0

Talent sourcing & attraction

• Develop recruitment plans based on approved headcount.
• Manage and optimize recruitment sourcing channels.

Candidate assessment & selection

• Control recruitment outcomes (quality, hiring lead time) to ensure recruitment targets are met.
• Directly assess and recruit positions from Area Manager level and below / Category Heads.

• Collect and analyze inputs from departments to propose, review, update, and adjust within assigned scope:
• Organizational structure (divisions/departments)
• Functions and responsibilities
• Job descriptions and job evaluations (from Area Manager level and below)
• Job title and grading system

Workforce planning

• Implement workforce plans to meet business requirements.
• Build and manage headcount planning; control headcount utilization.

Compensation & policy communication

• Propose tailored compensation and benefit policies for assigned units.
• Communicate HR policies and regulations clearly, timely, and effectively.
• Collect feedback and propose improvements to enhance policy effectiveness.

Performance management

• Deploy and apply performance management systems, KPI frameworks, and employee classification.
• Define competency requirements by role and job title.
• Conduct capability assessments and propose leadership and individual development programs.

Talent management

• Propose succession planning and talent pipelines (from Area Manager level and below / Category Heads).
• Design and implement specific talent development and retention programs.
• Guide departments in talent assessment and career path planning.
• Organize evaluation and validation for talent appointment when capability and vacancy requirements are met.

• Conduct onboarding for new employees.
• Manage HR operational activities, including:
• Proposing appointments, dismissals, and transfers
• Submitting requests for new, renewal, or termination of labor contracts
• Adjusting job titles, salaries, grades, allowances; handling rewards and disciplinary actions
• Monitoring HR compliance and analyzing HR data

By management level

• For Regional Directors / Store Directors and above: partner, advise, propose HR decisions and coordinate with HR Shared Services.
• For Area Managers / Category Heads and below: monitor and control HR information completion via HR Shared Services.

Compensation & Benefits

• Act as HR partner to coordinate, support, and propose C&B-related matters.

Employee relations

• Handle labor relations issues, complaints, and disciplinary cases (from Area Manager level and below).

• Identify training needs for assigned divisions/departments.
• Propose training programs and review/validate training content prior to implementation.

• Partner with departments to promote company values and foster a positive working environment and corporate culture.

• Provide inputs and collaborate with C&B team to develop HR budgets within assigned scope.
• Monitor budget execution and evaluate budget effectiveness.

• Education: Bachelor’s degree or higher in Human Resource Management or Economic Law.
• Experience: Minimum 2 years in a similar HRBP role or 3 years of relevant experience in retail/chain operations.
• Professional knowledge: Strong understanding of retail operations and business; workforce strategy; organizational development.
• Skills: Communication, negotiation and influencing, teamwork, logical thinking, customer-service mindset.
• Digital capability: Ability to work with modern digital tools (AI, analytics, reporting); SAP knowledge is a plus.