Manager, HR Business Partner 

Описание вакансии

OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world’s critical infrastructure and securing our way of life.

The Position

The Manager, HR Business Partner is a key people leader for our Vietnam office, especially for our fast-growing Product & Engineering organization. This role goes beyond core HR partnership: you will shape how our teams hire, grow, perform, and collaborate.

As the primary HR advisor for managers and employees, you will connect business priorities with people strategies, ensuring our teams have the structure, capabilities, and culture needed to deliver impact. You will balance strategic thinking with handson execution, partnering closely with leaders and HR Centers of Excellence (COEs) to build a high-performance, values driven, and scalable organization.

This is a role for someone who thrives in tech environments, enjoys solving complex people challenges, and wants to influence how a growing engineering hub develops its talent and leadership strength.

What You Will Be Doing

Strategic Partnership

• Partner with (Engineering) leaders to understand business goals, talent priorities and translate them into actionable people strategies that support high performance and growth.

• Provide effective HRBP support across workforce planning, performance development, engagement, organizational design.

• Act as a coach and trusted advisor to managers on leadership, team dynamics  and performance.

• Design and implement initiatives that enhance productivity, alignment and execution across engineering and business teams.

AI Readiness & Engineering Enablement

• Partner with Engineering leaders to identify AI-related skill gaps, upskilling needs, and productivity opportunities.

• Support teams in navigating changes brought by AI tools, automation, or process enhancements.

• Collaborate with L&D to design or recommend training paths related to:

+ AI-assisted development.

+ Prompt engineering fundamentals.

+ Tooling adoption (Copilot, automation platforms, QA automation).

• Advise managers on change management as AI shifts job scopes, workflows, and expectations.

• Help ensure a responsible, ethical, and secure adoption of AI in line with the company’s engineering standards.

Talent & Performance

• Work with leaders to identify critical roles and build succession and development plans.

• Live OPSWAT performance story; lead annual and ongoing performance cycles, ensuring clarity on expectations, feedback, and growth; coach managers on feedback, development, and leadership practices.

• Enable Engineering managers to elevate team capability through competency frameworks, role clarity, and data-driven insights.

• Support hiring strategies to attract, assess and retain engineering and technical talent.

• Ensure smooth onboarding and integration of new local hires.

• Contribute to talent engagement and employer branding efforts in Vietnam.

Culture & Engagement

• Help shape a high performance, collaborative and values-driven culture.

• Address team dynamics and engagement concerns promptly and proactively.

• Reinforce company values and long-term people development practices.

Employee Relations & Compliance

• Advise managers and employees on employee relations, policies and best practices.

• Address day-to-day employee relations issues with care and cultural consistency. Handle sensitive cases with professionalism and confidentiality.

• Use people metrics to identify hotspots and build action plans.

• Ensure compliance with local labor legislation and alignment with internal HR policies.

HR Programs & Enablement

• Support HR processes including onboarding, probation review, policy interpretation, compensation discussions, and contract compliance.

• Partner with HR CoEs (TA, Shared Services, Total Rewards, Talent) to implement HR programs and maintain consistency across locations.

• Improve HR processes and support adoption of digital HR tools.

• Apply HR analytics to identify trends, diagnose issues and recommend actions.

What We Need From You

• 6-10 years of HR experience with at least 3 years in HRBP roles.

• Strong background supporting Engineering or IT organizations.

• Experience in tech or product-driven environments.

• Solid understanding of performance management, organizational design, and change management.

• Strong business acumen with the ability to influence and partner with senior leaders.

• Analytical mindset with familiarity in using data for decision-making.

• Demonstrated understanding of AI-adoption trends in engineering teams or willingness to rapidly upskill.

• Strong adaptability, problem solving, ownership and follow-through.

• Fluent English communication.

• Solid understanding of Vietnam labor law (regional exposure is a plus).

• Comfortable working in fast-paced, multicultural and high growth environments.

Success Metrics

(within 6-12 months)

• Key engineering and business roles filled within agreed timelines

• Engineering leader satisfaction with HR partnership (measured via quarterly feedback).

• Improved clarity and consistency in Engineering role expectations, leveling, and performance outcomes.

• Strong manager capability uplift measured through:

• Effective coaching conversations

• Timeliness and quality of performance reviews

• AI readiness progress, such as:

• Completion of skill assessments and upskilling roadmaps for Engineering teams.

• Adoption of AI supported workflows by managers (based on usage or feedback).

• Reduced friction or confusion around role changes related to AI.

• Reduction of employee relations escalations through proactive interventions.

• Increased team engagement scores especially in Engineering.

• Ontime rollout and strong adoption of HR programs in performance, talent, engagement, and rewards.

• Reduction in early attrition (<6 months) through stronger onboarding and manager coaching. Improved retention of high performers and critical engineering roles.

• Clear development actions for key talent and emerging leaders within Engineering and Vietnam teams.

OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other category protected by federal, state, or local laws.

Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time.