Job summary

The Senior HR Business Partner is a strategic and operational HR leader responsible for ensuring the right people are in the right place at the right time, engaged to deliver the right results and earned right reward.

The HRBP is the bridge between business reality and people decisions, ensuring:

• Labor cost is controlled without killing vibe & service
• Teams are disciplined, motivated, and proud to work at BA GÁC
• Growth (new outlets, new concepts) does not create chaos

KEY RESPONSIBILITIES

1. Operations Business Partnering (NON-NEGOTIABLE)

• Act as the HR partner for Operation Team (crew, chef, manager)
• Translate business issues into people actions: service speed → staffing & scheduling; guest complaints → training & discipline
• Join: weekly/ monthly CPR (continous performance review)
• Spend time on the floor, not just behind a desk. HRBP must understand what happens at 6:30–9:30 PM on a Friday, not just policy.

2. Manpower Planning & Labor Cost Control (EBITDA-FOCUSED)

• Build & manage: headcount plan per outlet, per role, types (FT, PT, probation mix)
• Control: Labor cost % vs revenue
• Work closely with Fin/ Ops to: Forecast manpower for peak seasons (year-end, promotions) and adjust staffing during low periods without hurting morale
• Proactively flag risks: overstaffing, burnout, skill gaps (crew, chef, bar)

3. Recruitment Engine (Frontline First)

• Own end-to-end hiring for: crew member (chef, bar, service) and manager (supervisor → Restaurant manager pipeline)
• Ensure: fast time-to-fill (restaurant reality) and cultural fit with BA GÁC “proactive - ownership - continuous improvement” principles
• Hiring at BA GÁC = speed + attitude + discipline, not perfect CVs.

4. Performance management & reward

• Cover the full performance management cycle: target setting and cascading → performance analysis → alignment → evaluation (BSC / KPI / OKR).
• Lead design and implementation of compensation, incentive and recognition schemes to align pay-for-performance and improve retention.

5. Employee experience & engagement

• Drive employee experience initiatives across the Employee Journey (Attract → Hire → Onboard → Engage → Perform → Develop → Depart).
• Own engagement measurement (eNPS / pulse), action plans and recognition programs to raise engagement and reduce attrition.

6. Learning & leadership development

• Identify competency gaps and deploy training programs (technical & leadership) to build capability tiers for Ops, FOH and culinary teams.
• Build succession pipelines and run talent acceleration programs for high potentials.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration or related field.
• 5+ years’ HR experience, with minimum 2–3 years as HRBP / Senior HR role preferably in F&B, hospitality, retail or multi-site operations.
• Strong knowledge of Vietnam labor law, social insurance and payroll practices.

Skills & attributes

• Strategic mindset with strong execution capability; AI-enabled, data-driven and results oriented.
• Excellent stakeholder management — ability to influence senior leaders and build trust with operations.
• High integrity, pragmatic, resilient under pressure, and culturally aligned to PACC’s values.