Stäubli is a global industrial and mechatronics solution provider with three dedicated activities: Connectors, Robotics and Textile, serving customers who want to increase their productivity in many industrial sectors. We are an international group that currently operates in 29 countries, with agents in 50 countries on four continents. Our global workforce of 6000 shares a commitment to partnering with customers in nearly every industry to provide comprehensive solutions with long-term support. Originally founded in 1892 as a small workshop in Horgen/Zurich, today Stäubli is an international group headquartered in Pfäffikon, Switzerland

The Human Resources Business Partner (HRBP) is responsible for implementing Stäubli's people, culture, and organizational strategy within Vietnam in alignment with Group, Division and SEA Regional HR objectives.

The HRBP acts as a trusted advisor to management and employees, ensuring effective delivery of HR processes, talent initiatives, employee relations, organizational development, workforce planning and compliance with Vietnamese labor laws. The role supports the growth of Stäubli Vietnam while fostering a high-performance culture aligned with Stäubli's Target Behaviors: Own & Act, Care & Dare, and Speed Up & Simplicity.

MOBILITY: 5%-10% of time

REPORTING LINE: FCS Division HR Officer, Local HR Director

RESPONSIBILITIES:

1. Strategic HR Business Partnership

• Partner with Division and local leadership team to align people strategy with business objectives.
• Support implementation of Stäubli's HR transformation initiatives.
• Participate in workforce planning, organizational design, succession planning and talent reviews.
• Provide HR insights and recommendations to business leaders.
• Support organizational growth, change management and new facility ramp-up activities.

1. Talent Acquisition & Workforce Planning

• Lead recruitment activities for Vietnam operations, productions, sales, service and support functions.
• Coordinate with global Talent Acquisition processes and recruitment guidelines.
• Manage onboarding and integration of new hires.
• Develop talent pipelines through universities, vocational schools and recruitment partners.
• Support employer branding initiatives in Vietnam.

1. Employee Relations & Labor Compliance

• Maintain constructive employee-management relationships.
• Ensure compliance with:
  • Vietnam Labor Code
  • Social Insurance regulations
  • Occupational Safety and Health requirements
  • Trade Union regulations (where applicable)
• Advise managers on:
  • Performance issues
  • Disciplinary actions
  • Grievances
  • Employee investigations
  • Terminations and separations
• Conduct investigations while maintaining confidentiality and fairness.

1. Performance & Talent Management

• Administer the annual performance management cycle.
• Facilitate calibration and talent review discussions.
• Support Individual Development Plans (IDP).
• Identify training and development needs.
• Support succession planning for key and critical roles.
• Coach managers on performance improvement and employee development matters.

1. Learning & Organizational Development

• Coordinate learning initiatives and training programs.
• Drive leadership capability development.
• Support change management and organizational effectiveness programs.
• Promote Stäubli values and target behaviors.
• Facilitate employee engagement and cultural initiatives.

      6. Compensation & Benefits

• Support annual salary review and bonus processes.
• Assist with compensation benchmarking and market analysis.
• Ensure proper administration of employee benefits.
• Provide guidance on local compensation practices and employment costs.
• Coordinate with Regional HR and Corporate HR on compensation programs.

1. HR Operations & HRIS

• Ensure accurate employee records within global HR systems.
• Manage employment documentation and personnel files.
• Monitor key HR metrics including:
  • Headcount
  • Attrition
  • Recruitment
  • Absenteeism
  • Training
  • Engagement indicators
• Drive continuous improvement of HR processes and digitalization initiatives.

1. Employee Engagement & Culture

• Promote open communication and employee feedback channels.
• Organize engagement activities and internal communications.
• Support leadership in maintaining an inclusive, respectful, and high-performance workplace.
• Drive implementation of Stäubli culture initiatives.

• Bachelor's Degree in Human Resources, Business Administration, Psychology, or related discipline.
• HR certification preferred.
• Minimum 5–8 years relevant HR experience.
• At least 3 years in an HR Business Partner or Senior HR Generalist role.
• Experience within manufacturing, industrial, engineering, automation or multinational environments preferred.
• Experience supporting site start-up, greenfield, or expansion projects will be advantageous.
• Fluency in English and Vietnamese; proficiency in other language(s) like Chinese Mandarin is an advantage.