Lead - HRBP

Khối Vận Hành
Hồ Chí Minh
26-HR-0695

An independent HRBP who owns HRBP performance for an assigned business division portfolio. Job holder advises people managers day to day and partner with the COEs to run a smooth employee lifecycle. As the HRBP Manager's right hand, job holder owns the details that make things work and the people insights that shape decisions. Job's impact is a well-run portfolio where the right people sit in the right roles and risks are caught early. Working on real business decisions with the highest growth business division in MoMo, this role is a launchpad to build a strategic people mindset and grow into a senior HRBP.

Mô tả công việc

  1. Business partnering
    • Act as the single HR point of contact for BU Heads and their leadership teams in business division
    • Understand the BU's business priorities and keep people priorities with org, capability and headcount implications.

    • Bring a balanced people perspective to leadership discussions: where talent and organization can unlock growth, what needs attention, and the options to move forward.

  2. Organization and talent
    • Contribute to org and role changes: assess structure, role clarity and capability fit, recommend options to the leadership, and drive the change implementation
    • Run talent reviews and succession for critical roles; identify flight risks early and mitigation plans.
    • Partner with Talent Acquisition on hard-to-fill roles and raise the bar on hiring quality.
  3. Performance, reward and culture
    • Drive performance and calibration cycles for the BU, holding managers to a consistent bar.
    • Partner with C&B on pay decisions, promotions and retention cases, using market data to set realistic expectations.
    • Support managers through difficult conversations: underperformance, exits, conflict.
  4. HRBP operations
    • Partner with COE on the employee lifecycle: onboarding, transfers, contract renewals and exits, with no gaps between HR, managers and payroll.
    • Keep BU headcount and HRIS data accurate; deliver monthly people reports (headcount, attrition, hiring status, HR cost) to BU leaders.
    • Run the COE's people calendar on time: performance cycles, merit review, probation reviews and policy roll-outs.
  5. Make HR work better

    • Use data and AI tools to simplify HR processes and build a reliable people database for the BU.

Yêu cầu công việc

1. Background & experience:

  • 4-5 years of HR experience, with proven track record of partnering directly with senior leaders
  • Solid generalist base across org design, performance, reward and employee relations.
  • Exposure to well-defined HR frameworks and processes, knowing what good looks like and can adapt it to a fast-moving business

2. Core competencies:

  • Adaptive communication: Clear, concise, adapts to any audience
  • Data literacy & connect the dots: Comfortable with large and not-so-well-structured data, links business, people and data into the bigger picture.
  • Learning agility: Eager and quick to learn, and turns learning into better performance.

3. Traits:

  • Genuine interest in financial services, or a strong curiosity to understand how the business makes money and what drives its results
  • Comfortable with ambiguity and change, naturally curious & inclined to question the status quo
  • Ownership mindset: treat the BU's people outcomes as your own, follow through end to end, and take the initiative to close gaps without waiting to be asked.