P&C Head, Vietnam

• Position: P&C Head, Vietnam

• Reporting to: People Director ASEA, CHC

At Opella Healthcare, we are united by one shared Mission – we work passionately every day, to put Health in Your Hands. We are committed to making healthcare as simple as it should be, thus helping people help themselves. This Mission is the core of our philosophy, driving all that we do to focus on people—our consumers, customers, healthcare professionals, employees, and the Opella Brands that support them.

As a top-three global player in Consumer Healthcare, we are raising the bar with a bold ambition to grow, perform, and outpace the market. We aim to build a more agile and responsive organization capable of delivering our Vision and Mission.

To achieve this, we need exceptional talent to shape Opella’s future and help us succeed. Together, we embrace our Challenger spirit, driven by our commitment to be Outcome-obsessed, Courageous, Radically Simple, and All In Together.

Job Purpose
As the People Head for Vietnam, you will oversee the People and Culture (P&C) functions across both the Manufacturing & Supply (M&S) site and the Commercial organization, ensuring effective HR operations throughout the country. While managing P&C for Vietnam as a whole, your primary focus will be as a strategic business partner to the Commercial team, driving HR initiatives that support their specific business goals.

You will lead efforts in talent management, workforce planning, employee engagement, and culture-building, fostering an agile and inclusive workplace. You will build and maintain strong partnerships with labour unions, industrial authorities, and other external stakeholders to ensure smooth and compliant HR operations across the organization.

This role demands a proactive, dynamic leader who can strategically shape and execute HR initiatives, foster strong relationships across the organization and drive sustainable growth by aligning people strategies with business objectives in both the M&S and Commercial settings.

A. Organization Context

• Commercial Business Size: 116MEUR net sales

• Headcount: 206 in Commercial & 384 in M&S

• Internal interface: AMEA P&C Head; ASEA People Director, Country People Business Partners, Global P&C Business PartnersCOE functions (TA/R&P, L&D, PPLS, Nexus), Business Leaders in Commercial and M&S and functional leaders such as Finance, GBS, Legal and House Union

• External interface: Government entities, External consultants, HR vendors, FMCG Peer groups/organization, Labour Union

B. Key Accountabilities

1. Strategic Business Partnering

• Translate business needs from M&S site and the Commercial organization into strategic P&C priorities, driving the development of a local P&C roadmap.

• Serve as a trusted strategic partner to leaders on people-related matters, offering actionable insights into HR practices, assessing risks and implications, and providing guidance on workforce planning, analytics, and organizational effectiveness across M&S and Commercial functions to support informed decision-making and drive business outcomes.

• Ensure full compliance with local labor laws, regulations, and the Company’s code of ethics, advising leaders on necessary corrective actions to mitigate risks and maintain organizational integrity.

• Partner with Finance Business Partners to ensure headcount and personnel costs are aligned with business requirements and financial targets for the country.

2. Industrial Relations Management

• Serve as the key point of contact for industrial relations, managing relationships and liaising with labor unions, industrial authorities, labour departments, and other external stakeholders to ensure compliance, address labour disputes, resolve employee relations issues, and maintain positive and collaborative partnerships.

3. Talent Acquisition and Employer Branding

• Implement local talent acquisition strategies by addressing talent needs and closing capability gaps within M&S and Commercial teams.

• Create a dynamic and inclusive work environment that strengthens the Company’s employer brand, attracts top talent, and fosters long-term engagement and success for all employees.

4. Performance and Compensation Management

• Lead performance and compensation cycles across the M&S and Commercial organizations, coaching and supporting leaders to make fair decisions based on individual and team performance, while ensuring alignment with global standards.

• Guide leaders in making compensation and benefits (C&B) decisions to attract, engage, and retain top talent while ensuring alignment with global policies, local regulations, and market benchmarks.

5. Talent Management, Learning & Development

• Drive the talent management process, coaching and partnering leaders to identify, develop, and retain high-potential employees, while promoting cross-functional and cross-zone talent exchange to support organizational growth.

• Develop and implement succession plans for key positions, ensuring the readiness of internal talent to meet future leadership and organizational needs.

• Partner with leaders to assess and address learning and development needs, delivering targeted solutions that support both individual growth and broader organizational goals.

6. Culture, Change Management and Strategic Project Management

• Champion the company’s culture by fostering a thriving, inclusive, and collaborative environment where employees embody the Challenger mindset—Outcome-Obsessed, Courageous, Radically Simple, and All In Together—empowering full alignment with the organization’s mission and vision.

• Serve as a change leader, partnering with senior leaders to drive and support organizational change initiatives across Vietnam, ensuring alignment with strategic goals.

• Lead P&C aspects of transformation and restructuring projects by overseeing successful implementation, change management, and employee engagement.

• Facilitate cross-functional collaboration to guide teams through the transformation process, ensuring alignment with organizational culture and delivering sustainable project outcomes.

Job Holder Requirements:

Experience & knowledge:

• Bachelor's degree, preferably with experience in HR management or a related field.

• 10+ years of experience in HR management and leadership, with broad expertise across HR functions in both manufacturing and commercial environments.

• Proven ability to translate business requirements into actionable HR strategies that align with organizational goals

• In-depth knowledge of HR processes, policies, local practices, and compliance requirements, with the ability to manage complex HR challenges.

• Proven experience in managing relationships with labor unions, with a strong understanding of union negotiations and compliance requirements.

• Strong relationship-building skills and the ability to tailor communication style to different audiences to drive results.

• Demonstrated advisory expertise, with the ability to influence stakeholders and facilitate organizational change effectively.

• Exceptional people relations and problem-solving skills, adept at managing conflicts and creating effective solutions.

• Analytical mindset, skilled in capturing, interpreting, and leveraging HR data to support business objectives.

• Fluent in Vietnamese and English, with excellent verbal, written, and presentation skills.