HR Manager

• Act as the local HR leader and representative for the Cambodia cut and sew operation, reporting to the Regional HR Director and working closely with the facility General Director or Operations Director.
• Establish compliant HR systems, validate labor availability and employment costs, and build the workforce in line with factory readiness.
• Lead local HR operations from pre-opening planning through production launch and expansion. Translate regional HR direction into local implementation, working with regional HR, shared Centers of Excellence (COEs), the regional team in Vietnam and U.S. teams as appropriate, as well as Production, Finance, Legal and EHS.

HR Setup and Workforce Readiness

• Develop the site HR setup plan, organization structure, staffing schedule and HR budget, aligned with approved project milestones and the validated cut and sew capacity plan. Obtain required regional HR and site leadership approvals for policies, organization, manpower budgets and major people decisions, and operate within delegated authority.
• Establish the local HR team, employment documents, employee handbook, personnel records, and core HR procedures. Implement attendance, payroll and HR reporting workflows with Finance and IT, using regional standards and shared resources where appropriate. Establish clear local responsibilities and regional support arrangements as the operation grows.
• Define HR readiness milestones for recruitment, onboarding, training, and payroll. Coordinate hiring with equipment and trainer availability, and report progress, costs and risks to regional HR and project leadership. Take personal ownership of implementation while the local HR team is being established.

Cambodian Labor Compliance and External Relations

• Apply Cambodian labor law and current implementing regulations to contracts, working hours, overtime, leave, wages, discipline, and employment exits. Advise regional HR and site leadership on local legal requirements, employment practices, culture and employee expectations. Keep local policies and compliance records up to date.
• Manage labor registrations, declarations, internal regulations and required approvals, personnel reporting, and National Social Security Fund registration. Work with Finance and Legal to align HR filings with business registration and operating milestones.
• Coordinate foreign employee quotas, work permits and related employment documentation. Work transparently with labor authorities, NSSF, inspectors and economic zone administration, without unofficial payments.

Recruitment and Local Labor Supply

• Validate labor supply, skills, market pay and recruitment channels in Koh Kong and across Cambodia. Build and maintain recruitment partnerships with NEA, provincial labor authorities, employment and job centers, vocational schools and local communities in multiple provinces. Develop sustainable talent pipelines and realistic hiring capacity for startup and future expansion.
• Recruit core HR and support staff and deliver phased mass hiring with Production. Develop practical approaches to attract workers from other provinces to the factory location, including transport, accommodation and relocation support proposals where needed. Match recruitment and onboarding to approved business growth, shift arrangements and training capacity.
• Monitor hiring progress, attendance, early turnover, and retention by recruitment source and location. Understand local and migrant workers' expectations and reasons for leaving, and develop practical retention and attendance measures with production leaders. Address transport, accommodation, communication and adjustment needs that affect workforce stability.

Compensation Payroll and Employee Costs

• Benchmark wages and the full employer cost against local market conditions and Vietnam operations, covering overtime, statutory contributions, benefits, and employee services. Propose packages that support recruitment and retention within approved budgets.
• Develop local compensation and benefits proposals with regional HR and Finance, including operator skill grades and wage structures and, where appropriate, attendance and production incentives. Implement approved arrangements and oversee accurate attendance, payroll calculations, deductions, statutory benefits, applicable seniority or severance payments and final settlements.
• Ensure timely payroll and statutory contributions. Coordinate employment tax matters with Finance, explain pay policies clearly to employees and monitor labor costs against approved budgets.

Regional Support and Employee Assignments

• locations with regional HR and function leaders. Confirm assignment terms, work documentation, onboarding and support arrangements.
• Align recruitment and training plans with visiting specialists and production trainers. Support language and cultural communication, transfer knowledge to local employees and develop local capability to support ongoing operations and expansion.
• Employee Relations Development and Site Services
• Manage grievances, investigations, discipline and exits fairly and with appropriate records. Maintain constructive relationships with employees, their representatives and trade unions, and escalate significant labor risks.
• Coach supervisors on people management and implement induction, probation reviews, performance management and development plans. Coordinate technical and mandatory training with Production and EHS.
• Lead and develop the HR team. Coordinate assigned employee services, including uniforms, canteen and transport, with relevant owners and vendors, and protect employee information.

• Bachelor's degree in Human Resources, Business Administration, Law or a related field.
• At least 8 years of HR experience, including at least 3 years in HR management in labor-intensive manufacturing in Cambodia.
• Strong practical knowledge of Cambodian labor law, statutory HR procedures, local employment practices and culture, with hands-on experience in payroll, NSSF, employee relations, labor inspections and communication with local authorities.
• Proven capability in mass recruitment, manpower planning and employee cost control, with demonstrated experience establishing HR processes during a factory startup or major expansion. Practical understanding of Cambodia's labor markets, regional workforce differences and worker mobility, with the ability to build recruitment partnerships across provinces and attract and retain workers at the factory location. Able to build a local HR team and implement practical systems.
• Professional proficiency in Khmer and working proficiency in spoken and written English for management discussions, policy communication and reporting.
• Strong judgment, communication, and problem-solving skills. Able to work with limited initial infrastructure, handle implementation personally, resolve unfamiliar issues and escalate decisions promptly within the regional and site approval structure. Proficient in Excel and HR systems, and willing to work on site in Koh Kong.

Preferred

• Experience supporting a new Cambodian factory from pre-opening through launch and successive phases of workforce growth. Furniture, garment, or other sewing-intensive manufacturing experience is strongly preferred.
• Knowledge of the Koh Kong labor market and experience coordinating international assignments or working with regional HR teams.
• Key Performance Measures
• Completion of agreed HR startup milestones; core roles filled and operator hiring against approved business and manpower plans; workforce readiness for expansion; HR onboarding and training readiness coordinated with Production; payroll readiness before employee onboarding and ongoing accuracy and timeliness; statutory compliance; early retention and attendance by recruitment source; employee cost control; readiness of approved employee assignments.