(Mr.) Le Tran Anh Tuan

Scope: ~1300 employees

- 4 Production Lines

- Procurement

- Global Product Deployment (GPD)

- Facility & Maintenance

Main responsibilities

1. Employees Relation

• Manage the disciplinary process in accordance with company procedures and labor regulations.
• Prepare documentation for disciplinary actions, performance improvement plans, and terminations.
• Ensure fair and consistent handling of misconduct or poor performance cases.

2. L&D Strategy & Alignment

• Designed and executed L&D roadmap aligned with organizational priorities and talent development strategies.
• Partnered with business leaders to identify critical skills, capability gaps, and future-ready competencies.
• Integrated L&D into broader talent frameworks including performance management, succession planning, and employee engagement.

3. Talent Management

• Designed and operationalized the annual Talent Management strategy, aligned with business goals and organizational structure.
• Led the People Planning Process to identify successors, high potentials (HiPo), and workforce risks across functions.
• Partnered with functional leaders to define future capability needs and critical roles.
• Built succession pipelines for key leadership and critical positions through data-driven calibration and readiness assessment.
• Integrated individual development plans (IDPs) with performance data and career aspirations.
• Manage GOLD Associates (Management Trainees program)

4. Employees Engagement & HR Projects

• EE: Manufacturing Appreciation Month, Year End Party, Employees Survey & Action Plan, Team Building, TownHall
• HR Projects: GPMC (Global Plant GPMC Manufacturing Certification, Operations Competency Framework, Leadership Competency Programs

5. Core Process

• Annual PMP & Salaries Increament, Performance Bonus
• Employee Promotion, Employee Transfer,
• Collaborate with TA Team for Recruitment

2021: Talent Management Manager cum HRBP Manager for G&A Functions (01 Line Manager and 02 Dotted Line Managers)
2022 to current: Talent Management Manager (01 Line Manager and 01 Dotted Line Manager)

HRBP for G&A functions (HR, Finance, Procurement, IT, Legal, Franchise, Control)
- Consulting talent acquisition
- Providing daily HR guidance
- Monitoring workforce & succession planning
- Handling performance management
- Managing & resolving employees relations issues
1. Learning & Development
Plan, lead and implement L&D programs for Vietnam
- Implement Global, BU (Business Unit) and MU (Market Unit) programs: First Time Manager
- MU programs: Problem solving, decision making, change management, dare mindset, etc
- Functional Academy programs and development: HR, Supply Chain, Sales, Agronomy Academy
2. Leadership Development
- Outward Mindset (8-month program)
- Performance Coaching (8-month program)
Talent Development
- People Planning Process
- Implement Global & BU program: LeAD, ALP Foundation, ALP I-II, Mentoring program
- Critical experience projects: Xperience (cross-country project)
- ELT assessment & development programs (leadership competencies development programs)
3. Culture & Engagement
Plan, lead and implement C&E programs from BU and MU
- (BU + MU) International Women Day
- World Culture Day
- Vietnam teambuilding
- Appreciation Day
- No meetings on Friday afternoon actitivites
- Agile meetings
4. Internal Communication
Plan, lead and implement Internal Communication programs from BU and MU
- Vietnam Townhall (4 events/ year)
- APAC Townhall (Organizing team)
- Weekly sharing series
- One Smile At A Time

• Learning Management & Development
  • Translate materials of Global Values and Leadership Competency into local language, practice and culture, as well as approach methodology and interventions.
  • Content creator of paper-based participant and facilitator guides, and management of content, classes, surveys and employee participation in courses.
  • Planning, delivery, evaluation & follow up of development programs, mandatory leadership & management programs and specific competency development programs.
  • Learning Architect for competency development programs in specific functional domains in line with Thaibev L&D agreed guidelines.
  • Conduct Onboarding programs for new employees.
  • Plan, propose and manage training budget effectively.
  Performance Management
  • Manage the ongoing performance management process ensuring all Deputy General Directors, Head of Departments and subsidiaries representatives (26 subsidiaries companies) are informed, trained and coached on all aspects of goal setting, year-end assessment, calibrations and performance ratings, etc.
  • Design performance calibration sessions to ensure objective talent decisions are made in a fair and transparent manner.
  • Coach leaders on writing performance reviews and holding meaningful ongoing conversations with their employees.
  • Partner with senior leadership to set and properly cascade effective company goals to functional.
  • Build and manage project plan for performance management processes, training, communications, etc., including goal setting
  Human Capital projects
  • New salary structure for trading companies (in charge of 03/10 trading companies)
  Talent Management
  • Consult HCBP Team in selecting process based on assessments GIA, PPA
  • Design Talent Management framework and succession planning programs
  Human Capital Policy & procedure
  • Training Policy
  • Promotion Policy
  • 13th month salary, bonus and merit increase policy
  • Performance Management Procedure
  • Rotation & Transferring Policy
  • Talent Management Policy
  OD Partner for Sales
  • Develop Sales Training Roadmap & programs
  • Develop Sales Incentive Scheme

Organizational Development
• Collaborate with OD team to develop a competency framework, align all training and development activities to competencies
• Drive and lead the implementation of annual Performance Enablement/ Management process
Drive and lead the annual People Development Forum (PDF) process for talent identification and succession planning
• Develop and drive the implementation of the mentoring program, talent exchange program, etc
Collaborate with OD team to design Assessment Center for talent assessment, play admin role for existing Assessment tools
• Maintain and update the Talent Database of the Company

Talent Programs
• Develop and revamp program framework for core Talent Programs across levels (Management Trainee, Fresh Graduate, Mid Career)
• Drive and coordinate the execution of these programs annually to build internal talent pipeline
• Follow up development plan progress of Talent programs members when they're on board, based on a standard development framework
• Build strategic partnership with Universities/Colleagues for long term external talent pipeline