About PATI
PATI is a global DTC e-commerce company selling into the US/EU. We are a lean, high-performance team based in Ho Chi Minh City, restructuring and strengthening the org to become an AI Native company: AI is operating infrastructure, not a side tool. We use AI to cut repetitive work; people keep understanding the problem, checking results, and owning decisions.
Three things that shape how we work:
- Lifelong learning. If you believe in lifelong learning, PATI fits. Signals we look for: you have paid for professional courses yourself, or you learn regularly through YouTube, X and social, or you read professional books consistently. Learning fast is a real advantage here.
- AI First. AI helps you move faster, but the first core capability at PATI is still thinking. AI amplifies your capability; it does not replace your responsibility to think. Fit: you like finding ways to use AI to raise work quality, and when you see the standard is not met, you redo it. Not a fit: depending on AI, pasting answers to colleagues when you do not understand them yourself, or sketching more than shipping.
- High performance. If unfinished, below-standard work bothers you, you keep time, you optimize how you work, and you measure your own output, PATI fits. Decisions here are based on results and data, not feelings. We evaluate by measurable results, not hours at a desk — that is why compensation is reviewed 4 times a year.
Scope of work
HR Manager is not only HR administration. This is a strategic partner to the BOD, responsible for designing and running the full people system so PATI can scale while staying disciplined and high-performing.
45% — Recruiting
- Outcome: hire the right people in the right volume against company goals and strategy.
- Concrete work:
- Own recruiting for all roles and levels across Marketing, CS & Fulfillment, Tech & AI, HR, and more (depending on the role: in-house or remote, Vietnam or Global).
- Work with the CEO and Line Managers to clarify: what problem this seat exists to solve, must-haves, and evaluation criteria.
- Design a recruiting process per role: JD, scorecard, screening questions and tests. Run the pipeline from sourcing to day one.
- Proactive sourcing to build a talent pool: job sites, LinkedIn, professional communities, referral, direct outreach — not only post-and-wait.
- Track and read numbers to decide: CVs in, CVs past screen, stage conversion, time to shortlist, offer-accept rate, drop reasons.
- New-hire onboarding: checklist, 30-60-90 milestones, clear probation exit standard.
- Build and grow Employer Branding against the company EVP; keep candidate experience on promise: reply on time, including when rejecting.
25% — C&B and people records
- Outcome: the company stays fully compliant with current labor law for employees.
- Concrete work:
- Run monthly payroll: inputs, calculation, reconciliation, approval, on-time payment.
- Social, health, and unemployment insurance; personal income tax; trade union and other periodic obligations.
- Employment contracts, addenda, decisions, people files — complete, valid, with change history.
- Timekeeping, leave, internal policies and exception cases.
- Inherit and keep building the rewards system to fit company strategy.
- Automation so accuracy does not depend on HR memory.
You propose on evidence; the CEO makes final calls on pay, bonus, bands, and major people decisions.
20% — People systems
- Outcome: propose and design an end-to-end HR OS for the employee lifecycle, run with automation & Agent First.
- Projects in build / to finish:
- 3P pay framework tied to results + KPI set: finish pay linked to individual and company results, with metrics per role.
- Competency framework: measure, evaluate, and develop people against company growth goals.
- Operating playbook (company playbook): turn processes that live in people's heads into usable docs — with owner, approver, version — the organization's "second brain."
- Mechanisms to record and evaluate performance as the basis for raises and bonuses.
10% — Culture and learning
- Inherit and develop PATI's Key Culture, including: Self-learning, Practice & Integrity.
Requirements
Must-have
- At least 5 years in HR, including direct ownership of both recruiting and C&B at a small-to-mid company. We need someone used to the full HR picture, not only one deep specialty.
- At least 2 years managing a team of 2–3+, Organization Developer, Talent Acquisition Lead, or HR Manager is a plus.
- Hands-on experience with: payroll, social/health/unemployment insurance, personal income tax, employment contracts, trade-union filings.
- Proven hires for office or specialist roles: Marketing, E-commerce, Creative, Operations or equivalent — via proactive sourcing, not only job posts.
- Use AI in daily work and check output before using it.
- Everyday conversational English.
Nice to have
- Prefer prior Ecommerce / fast-growth startup experience.
- Built or restructured an HR function at a startup or fast-growth company.
- Built a live 3P pay system, KPI set, competency framework, or playbook.
- Used AI to build HR systems.
- Employer branding or headhunt experience.
- Familiar with people frameworks: org design, process design, total rewards, competency frameworks, KPI/OKR, learning systems, culture & organization development.
Mindset & attitude that fit PATI
- Builder's 5 Mindsets: Ownership, Problem Solving, 100% Definition of Done, AI First, 80/20.
- Thinking skills: first-principles, second-order, systems thinking, 5-step algorithm, etc.
- Working attitude:
- Integrity: finish work completely; be straight about risk — if late or numbers are wrong, report early with a plan; do not hide until it becomes an incident.
- Want to build and own the full People function.
- Like a fast, challenging environment and own your decisions.
- Believe continuous learning — and self-learning — is the base for growth.
Benefits
Compensation:
- Pay: 20M–25M VND. Base by capability; bonus by KPI.
- Probation: 2 months at 85% pay. Compensation review 2×/year based on results and real capability.
- 13th-month pay; holiday/Tet bonus; birthday; company trip.
- Full social, health, and unemployment insurance; Bao Viet health insurance.
- Company-funded paid AI accounts for work — you do not buy tools yourself.
Career path:
- Work directly with the CEO; propose and redesign how People runs.
- The company is growing and expanding the business model. The People team grows with that pace — you propose when to add headcount and what profile.
- Promotion on real results: mandatory work stays unbroken, you hire who the company needs, systems run when you are away. Not on tenure.
How this differs from a typical HR Manager (USP)
1. You are a business partner and join decision-making.
- At PATI, People is core infrastructure for the business. You are not handed work after everything is decided. You are in the room when the company chooses direction, and you say who is needed to get there.
- You work directly with the CEO. Few approval layers, no "let's revisit next quarter." You propose with data; the CEO decides; the company executes.
2. You own the full employee lifecycle.
- Recruiting, C&B, learning, culture — one person sees the whole and connects Input–Process–Output. In large companies that experience is usually split and takes years to own end-to-end.
3. You inherit and improve an existing base — not a blank page.
- Recruiting docs, competency frameworks and candidate profiles, learning-culture policy, internal knowledge, and some automation already exist. Your job is to decide what to keep, fix, or rebuild. You have that authority.
4. AI is real here — not JD FOMO.
- You get paid AI accounts. Automation is already running, there is an internal knowledge base, and processes use AI for repetitive work. You are pushed toward AI Native / Agent First — clear outcomes, not hours or task count.
5. Connect and grow with industry experts.
- Direct learning with people leaders and culture experts (e.g. Newing, Xleaders Academy, and similar).
Role in the organization
- Reports to: CEO
- Growth path: HR Manager → HR Director → CHRO, on real results, not tenure
- Team: You propose when to add people and what profile for your team
- Scope of influence: All functions: Marketing, CS & Fulfillment, Tech & AI, People
Performance metrics
We put these in the JD so you know how you are measured before you join.
- Recruiting: Fill roles per headcount plan · open-to-offer ≤ 30 days · offer-accept ≥ 80% · new hires pass probation ≥ 90%
- C&B: 100% payroll cycles on time, zero errors · 100% insurance, tax, union filings on time
- People systems: 3P pay + KPI set live in Oct 2026 · HR OS app consolidating data to one source in Q4 2026
- Automation: ≥1 People process automated per quarter · 20% less manual time
- Culture & retention: Unwanted attrition under 10%
Working hours
- Mon–Fri: 8:30–17:30. Sat: 8:00–12:30. On-site.
- Location: Midtown M7 Signature, Street 15, Tan My Ward, HCMC.
Apply
https://paticreativeagency.sg.larksuite.com/share/base/form/shrlgh3VsR0K7iEhHGAZL7E9jbf