-Manage operation of WHs in multiple locations and the distribution of FGs to to primary customers nation wide. -Secure resources and appropriately allocated to ensure effectiveness and efficiency of the operation of both WHs and FGs distribution. -Develop and Lead strategically FGs distribution model and inventory deployment plan that inline with the growth of business “channel base” as well as route optimization tools require to maximize customers satisfaction level and lowest possible cost.Ensure the utilization of productivity improvement applications/IT tool such as SAP, mDSD, GPS monitoring, and route optimization tools etc.-Facilitate and manage multiple 3PL fleet service providers and customers as well Regional Sale Managers and National Key Account Team to make sure the distribution service is smooth and efficient as well as at maximum productivity. -Seamless communication and alignment between distribution, warehouse, manufacturing, and regional distribution center.

- Responsible for the creation and delivery of an end to end people strategy that is central to delivering business goals. - A member of the senior leadership team driving a 800+ employee company for growth in a rapidly expanding and highly competitive market. - Acquisition and development are key pillars of our strategy along with succession planning and building a workplace culture that keeps the sparkle in every interaction - change & Project Management - Employee and Industrial Relations - Employee Engagement & Reward, including C& B alignment, - Coaching the Senior Management Team - Creating and Delivering the Business Plan for HR - Restructuring, Redundancy - Identify and exploit opportunities including use of technology within HR dept.

Improve the operational systems, processes and policies in support of organizations mission and vision such as- Service Department- - Sale Department- Finance Department- HR Department- Product Department- Procurement Department- HR Department-Reporting to BOD & CEO regarding Luteca project progress and financial reporting

- Organized and established a highly qualified team of professionals to launch a new pay television service in Cambodia. - Established procedures and protocols to ensure talent development, team building, and adherence to corporate strategies and business objectives. Ensure appropriate recruitment action plan to support talent sourcing. - Design Manpower planning & manage recruiting process to attract & hire qualified & retainable candidates.- Establish & design pay-band, compensation structure and administer compensation & benefit schemes. - Develop long term strategic planning to integrate & align HR activities with the line of business plan- Lead performance management system to achieve the business objectives & organizational values within the framework of departmental KPIs.

- Leading the talent development strategy across Vietnam Cluster, an area covering Vietnam and Cambodia countries.- Driving the talent development agenda within the HR broader strategy by rolling out a wide range of learning interventions based on business needs and individual's demand aimed to ensure development of talent & future leaders, business sustainability and performance level in a highly competitive industry.- Put in place a Cluster Coaching & Mentoring program to develop key talent of the organization with very positive uptake and results. - Integration of talent development with other HR areas such as talent management, reward, recognition or sourcing via cross functional HR projects (such as License to Hire, Emerging Leadership Program, Change Management).

- Actively defined and communicated business Operation, Supply Chain and employee relations goals to stakeholders throughout the organization. - Served as strategic leadership coach to management staff and aligned employee talent with organizational and functional objectives. - Lead and develop strategic business plan and success milestones to track operational efficiency and measure consistent delivery of business goals and objectives. - Build long term industrial relation harmony through strategic approach with Unions and Ministry of Labor.

Partners with the Senior Leadership Team to ensure a strategic and proactive approach to HR development and management.• Aligns business strategy to organization strategy and design which translates to concrete workforce plans over a three-year horizon. Leads and supports the cultural and people aspects of organizational change in order accelerate performance. • Leads and drives the talent management agenda by developing best in class talent strategies and programs to enable BAT to acquire, grow and retain the best talents in the industry. Oversees leadership/talent review process, succession planning and performance management programs.• Acts as an executive coach to key business leaders (Senior Managers and above) in order to improve their overall leadership effectiveness and maximize their potential.• Leads in designing programs in three pillars: talent planning, talent development, and talent transformation to prepare for “future workforce.”• Works in partnership with colleagues from corporate HR, HR operations and other business functions to deliver best practice HR solutions.