Introduce my self:

Good afternoon.
Thank you for giving me the opportunity to be here today.
My name is Tiền, and you can call me by my english name is Alice, and I am excited to
apply for the Human Resources Business Partner position.

With over six years of experience in Human Resources — including more than one year
as an HR Team Leader — I have developed strong capabilities across talent acquisition,
performance management, employee engagement, and HR operations. In my recent role
leading the HR & Admin team at Saigon Riverside (Club Royale), I worked closely with
senior management to implement strategic HR initiatives, aligning people strategies with
business objectives.

Additionally, with my academic background in Law and my current pursuit of a Master’s

degree at Ho Chi Minh City University of Law, I am confident in my ability to take on
the HRBP role not only by building HR policies that align with business goals but also by
ensuring full compliance with labor laws and legal regulations. I am committed to
promoting a fair, transparent, and law-abiding work environment.

In the next two years, I aspire to strengthen my leadership so that I can step confidently
into an HR Manager position, contributing to strategic HR development and
organizational efficiency.

Right People. Right Culture. Right Results — Give First, and Success Will Follow.'
By creating value for the company and the employee first, I believe we create sustainable
value for the business as well.
I am truly excited about the possibility of bringing my knowledge, experience, and
passion to your team. I hope that I will be a part of your company

A Human Resources Business Partner (HRBP) is a strategic link between the HR

department and business units within a company. Their main goal is to support business
objectives through effective people strategies.

What is the reason you leave this current job:

In my current role as HR & Admin Team Leader at Club Royale, the nature of the
company's operations mainly revolves around nightlife services such as Karaoke, Bar,
and E-Gaming. This often requires HR support and responsiveness during late-night
hours, which has gradually become less compatible with my long-term career orientation
and work-life balance.
Additionally, the company is undergoing a cost-cutting phase, which has impacted the
overall income structure and future growth opportunities for employees.

Therefore, I am seeking a new environment that offers not only a more suitable working
schedule but also better career development prospects and income stability. I am ready to
dedicate my full potential and commitment to contributing to a professional and dynamic
organization

A Human Resources Business Partner (HRBP) is a strategic link between the HR

department and business units within a company. Their main goal is to support
business objectives through effective people strategies.

Key responsibilities of an HRBP include:

Understanding business strategy: Grasp the goals and plans of different departments
(sales, marketing, production, etc.) and align HR strategies (recruitment, development,
retention) accordingly.

Recruitment support: Work closely with department managers to identify hiring needs,
participate in interviews, and advise on attracting and selecting the right candidates.
Training and development: Identify training needs within departments and organize
suitable learning programs.

Performance management: Help design and implement employee performance evaluation

systems (KPI, OKR), and create Individual Development Plans (IDPs) for staff.

HR data analysis: Use HR metrics and data (like turnover rate, engagement levels,
performance trends) to suggest improvements.
Employee relations: Advise and help resolve employee issues, workplace conflicts, and
disciplinary actions to ensure a healthy working environment.

Building company culture: Partner with leaders and employees to promote a positive and
engaging workplace culture.

Summary of Key Labor Law Regulations (Vietnam 2019)

Types of Labor Contracts:

 Indefinite-term contract: A contract without a specified termination date.

 Definite-term contract: A contract with a specific duration (up to 36 months).
  Seasonal or project-based contract: For specific jobs lasting less than 12 months
(Note: From 2021, seasonal contracts have been significantly restricted).

Salary and Insurance Policies:

 Employers must:
o Pay wages on time and in full, according to agreed terms.
o Ensure that salary is not lower than the regional minimum wage.
o Deduct and contribute to:
 Social Insurance (SI)
 Health Insurance (HI)
 Unemployment Insurance (UI)
o Pay overtime wages when employees work beyond normal working hours.

Working Hours and Rest Time:

 Normal working hours: No more than 8 hours/day and 48 hours/week.

 Overtime: Must not exceed 50% of normal daily working hours, 40 hours/month,
and 200 hours/year (or up to 300 hours/year for special cases).
 Breaks:
o At least 24 consecutive hours off per week.
o Breaks during working hours must be provided (for shifts over 6 hours).

Rights and Obligations:

 Employee rights:
o To receive fair pay, safe working conditions, and respect for dignity.
o To participate in training and career development opportunities.
o To form or join labor unions.
 Employee obligations:
o To comply with labor contracts and workplace rules.
o To respect company property and maintain workplace discipline.
 Employer rights:
o To manage, supervise, and discipline employees.
o To recruit, arrange, and transfer employees in accordance with business
needs.
 Employer obligations:
o To ensure fair treatment, non-discrimination, and compliance with labor
laws.
o To maintain safety, hygiene, and working conditions.
Mandatory Contents of a Labor Contract:

According to Article 21 of the Labor Code 2019, a labor contract must include:

1. Name and address of the employer; full name and position of the employer’s
representative.
2. Full name, date of birth, gender, residence, ID/Passport number of the
employee.
3. Job description and workplace location.
4. Duration of the labor contract.
5. Salary:
o Wage level, form of payment, payment period.
o Allowances and other additional payments.
6. Promotion and salary raise policies.
7. Working hours and rest periods.
8. Occupational safety and health provisions.
9. Social insurance, health insurance, and unemployment insurance.
10. Training, skill enhancement arrangements (if applicable).

Note:

 Parties may agree to additional terms as long as they do not contradict the law.
 Labor contracts must be made in writing (electronic forms are accepted).

Renrui Human Resources Technology Holdings Ltd is a comprehensive human

resources services provider headquartered in China and listed on the Hong Kong Stock
Exchange (Stock Code: [Link]).
The group specializes in services such as professional recruitment, business process
outsourcing (BPO), labor dispatch (labor leasing), and corporate training. ([Link])

In Vietnam, Renrui Vietnam Services Company Limited operates as a subsidiary,

located at 12th Floor (1206), CitiLight Tower, 45 Vo Thi Sau Street, Da Kao Ward,
District 1, Ho Chi Minh City. ([Link])

About Labor Dispatch (Labor Leasing) Services

Renrui provides labor dispatch services, meaning it recruits and signs labor contracts
with employees and then "leases" them out to client companies.
The employees work under the assignment and management of the client company, but
their labor relationship remains with Renrui, which is responsible for salary payments,
insurance, and ensuring employee rights in accordance with labor laws.
When a conflict arises between the employer and employees, as an HRBP, I would
take the following approach:

First, I would act as a neutral and trusted mediator, listening carefully to both sides to
fully understand the root cause of the conflict without judgment. It’s important to ensure
that both the employer’s expectations and the employee’s concerns are heard and
respected.

Next, I would analyze the situation based on company policies, labor laws, and fairness
principles to find a solution that aligns with legal requirements and organizational values.
My goal is to facilitate open communication, clarify misunderstandings, and guide both
parties toward a mutually agreeable resolution.

If necessary, I would propose corrective actions, adjustments to policies, or

improvements in communication processes to prevent similar issues in the future.

Throughout the process, I am committed to ensuring transparency, protecting employee

rights, and supporting the company's long-term interests — creating a fair, compliant, and
engaged workplace.

In short: I mediate fairly, ensure compliance, and turn conflicts into opportunities for
building trust and improving organizational culture.