• Translate workforce plans and approved headcount into recruitment priorities; lead end-to-end hiring for frontline, supervisory, and management positions.
• Build candidate pipelines and practical selection standards with hiring managers. Coordinate structured onboarding and 30–60–90-day reviews to improve job readiness and early retention.

• Identify capability gaps through restaurant observations, operating results, and guest feedback. Partner with Operations, Kitchen, and Bar leaders to develop practical, brand-specific training and competency assessments.
• Strengthen on-the-job training and internal trainers‘ and managers’ coaching skills. Build career pathways and succession plans, measuring progress through demonstrated workplace capability.

• Help managers establish clear expectations, conduct regular performance conversations, and implement improvement plans.
• Review staffing, productivity, and labor costs with Operations, balancing business needs, employee workload, and service standards.

• Maintain close contact with restaurant teams; address concerns, support conflict resolution, and promote fair, consistent management practices.
• Analyze turnover and agree on corrective actions with managers, embedding PACC’s values throughout the employee journey.

• Partner with leadership, finance, and C&B support on compensation, benefits, and recognition; oversee the accuracy and timeliness of HR records and payroll inputs.
• Support labor compliance and use HR data, digital tools, and AI responsibly to improve decisions and simplify processes.

• Bachelor’s degree and at least three years of relevant HR experience, preferably in F&B, hospitality, retail, or multi-site services.
• Hands-on experience in recruitment and employee development, including onboarding or workplace training.
• Understanding of restaurant operations, labor productivity, and the connection between employee capability and guest experience.
• Strong communication, coaching, stakeholder management, and conflict-resolution skills.
• Working knowledge of Vietnamese labor regulations, social insurance, and payroll practices.
• Proficiency in Excel/Google Sheets, data analysis, and digital tools; sound confidentiality practices and strong follow-through.

• Recruitment quality and timeliness, new-hire retention, time to job proficiency, training application, management capability, and succession readiness—alongside effective, compliant HR operation.

Benefit

• Competitive salary: Negotiable
• Full participation in social insurance (BHXH) as per government regulations.
• Participate in company activities 
• Annual salary increases and yearly promotions.