Head of COE

Official26-HRA-4032

Thành phố Hồ Chí Min...

Job description

Strategic COE Leadership: Own the COE product roadmap: decide which frameworks and tools get built, refreshed, or retired each cycle, based on direct feedback from SSC and HRBP on what's actually working in the field.
Compensation & Benefits Architecture: Own job architecture, career levels, and comp bands; set level anchors used across hiring and promotion; approve exceptions that fall outside standard bands.
Talent & Competency Standards: Own the req templates, interview scorecards, and competency framework that SSC and hiring managers execute against; rule on framework exceptions within an agreed turnaround.
Learning & Development Curriculum: Own instructional design and content standards for company-wide learning programs — distinct from SSC, which runs the logistics and delivery of those programs.
Organization Development: Own the performance management framework, org design principles, and the methodology used for major structural or process change.
Team & Stakeholder Leadership: Lead and develop the COE domain leads; partner with SSC and HRBP leadership so standards get adopted in practice, not just published and forgotten.

Requirement

8+ years of progressive HR experience, including 3+ years designing — not just administering — HR frameworks at a COE or functional-expert level.
Demonstrated ownership of at least two of: compensation architecture, competency/talent frameworks, L&D curriculum design, organization design.
Experience operating within, or building, a shared-services / three-legged-stool HR model — understands why COE, HRBP, and SSC need different incentives.
Strong stakeholder management across senior business leaders, HRBP, and operations teams; comfortable being the one who says no to a request that breaks the standard.

Nice-to-have

HR experience in gaming, tech, or another fast-scaling industry.
Experience embedding AI tools into HR frameworks or workflows - VNGGames is actively building AI fluency across the HR function.
Familiarity with SEA regional HR practices and compensation benchmarking.

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