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1. Sales Capability Strategy FrameworkDefine and drive BD capability development strategy aligned with business prioritiesDesign and maintain Sales Competency Framework across roles and seniority levelsStandardize Sales Methodology, Sales Process, and commercial execution standardsPartner with Sales Leadership to identify capability gaps and prioritize development initiatives Work closely with Sales / BD Leadership, HR (LD, Talent Development, CB for incentive / recognition alignment if needed), Marketing / Product / Commercial Strategy2. BD Academy Learning Program ManagementBuild and operate the end to end BD Academy (Onboarding - Core Capability - Advanced - Leadership pipeline) covering:-BD onboarding-Core commercial selling skills-Strategic / enterprise selling-Manager capability developmentTrack and measure training effectiveness (training ROI, performance improvement impact)3. Sales Enablement Commercial ToolkitsBuild and manage sales playbooks, pitch frameworks, and proposal standardsPartner with Marketing, Product, and Commercial Strategy to ensure sales materials remain relevant and effective4. Performance Capability InsightsAnalyze BD performance data to identify capability patterns and skill gapsMeasure business impact of capability initiativesProvide periodic capability health insights to Sales Leadership5. BD Engagement, Recognition Motivation ProgramsDesign and implement engagement programs linked to performance and capability developmentBuild and manage recognition and motivation frameworks for BD teams, including:-Recognition programs based on impact and contribution-Sales contests and motivation campaigns aligned with business cycles-Best practice sharing and success story visibilityPartner with HR and Sales Leadership to strengthen performance driven cultureMonitor BD engagement, motivation level, and sentiment trends

 Program structureApplicants hired under the SPX Future Leaders Program 2026 form a key pipeline of Operations leaders.Your 24-month journey includes:4 structured rotations (Operations + 1 Office rotation)Progressive responsibility from individual contributor to team leadershipRegular performance reviews and end-of-rotation presentationsMentorship and coaching from senior leaders Principal duties and responsibilitiesDuring the program, you will:Take ownership of daily operations and performance in assigned teamsAnalyze operational data to identify issues and propose improvementsLead or support initiatives to improve productivity, quality, and efficiencyCollaborate with cross-functional stakeholders to solve operational challengesCommunicate clearly with team members, supervisors, and stakeholdersDemonstrate resilience and adaptability in fast-paced, on-ground environmentsContinuously learn and apply best practices in logistics operations After the 24 monthsThe program provides accelerated development into Operations leadership roles.Successful graduates will:Be assigned to a permanent supervisory/managerial role in OperationsContinue progressing toward higher leadership positions within SPX Application ProcessRound 1: Online ApplicationRound 2: Online Assessment CV ScreeningRound 3: HR InterviewRound 4: Case Interview (1:1 with business stakeholders)Round 5: Final Interview with Business Leaders / People Head

Drive and continuously enhance the company’s key Graduate and Leadership talent programs to strengthen the leadership pipeline.Partner with business leaders to translate workforce needs into structured talent initiatives.Design and manage structured talent programs aligned with business priorities.Translate capability gaps and succession needs into practical development initiatives across different employee levels.Own the end-to-end coordination and continuous improvement of flagship programs, including selection design, rotations, development roadmap, performance reviews, and placement.Partner closely with LD Lead, HRBP Leads, and Recruitment to ensure aligned talent strategy and execution.Continuously refine processes and frameworks to improve scalability and reduce operational inefficiencies. 

We are looking for a GEO/SEO Specialist - User Engagement Platform to own the roadmap, and execution across organic web channels—including technical SEO, GEO, content.This leader will create the long-term vision for organic acquisition, partner with Product Engineering on technical improvements, and build systems that drive compounding, sustainable growth.Mô tả công việcStrategic Organic Growth LeadershipOwn the multi-year organic growth strategy across SEO, GEO, organic social, content, and owned media.Develop a cohesive roadmap for traffic, visibility, and engagement growth across the funnel.Partner with Product and Engineering to integrate organic growth into the product lifecycle.Content Search Experience StrategyGuide content strategy informed by search insights, user intent, and competitive trends.Ensure scalable systems for content creation, optimization, and performance measurement.Drive improvements to site taxonomy, internal linking, and discoverability.Experimentation, Analytics InsightsBuild a comprehensive measurement framework across organic channels.Establish experimentation systems (A/B tests, SEO/GEO tests, content tests) and operationalize learnings.Report on insights, impact, and strategic recommendations to leadership.Leverage modern AI-based tools to optimize technical SEO workflows and unlock new efficiencies in GEO initiativesYêu cầu công việc3–5+ years of experience across SEO, content marketing, growth marketing, or digital strategy.Deep expertise in GEO/SEO for complex or large-scale sites.Track record of driving durable, compounding organic growth.Strong leadership and team-building skills with experience managing multi-functional teams.Hands-on experience with SEO diagnostic tools, BI tools, and experimentation frameworks.Hands-on experience of AEOAbility to communicate complex technical issues to non-technical leaders.Experience with AI-powered SEO and workflow automation tools (e.g., Anvil, Airops, and similar platforms) to accelerate technical diagnostics, content optimization, and scalable organic growth operations.

1. Maintain a Safe Working EnvironmentMaintain a safe warehouse environment. Ensure workers’ physical and mental well-being is a top priorityCollaborate with HSE team to ensure compliance with all laws,  regulations and safety standardsProactively identify and eliminate safety hazardsTake thorough and rapid corrective action to address any safety incidents2. Drive Operational Performance, improve buyer experienceManage a team of Field Leaders (Asst. Managers, Supervisors, Team Leads) and Warehouse support staff to drive daily operationsEstablish targets and protocols to ensure daily execution is meeting the business targets related to throughput, cost, buyer and seller experience, and worker experienceAnswer for and close gaps in key metrics. Develop and execute action plans that rapidly drive daily operations to achieve expectationsIdentify opportunities for long-term improvement related to people, process, and technology. Develop and implement continuous improvement initiatives with the project team.Continuously deepen your understanding of the business and the activities of other teams. Build cross-functional relationships to better understand the needs of our buyers, sellers, and workers3. Develop a Team of Field LeadersTrain, coach build field leadership teams; continuously improve their soft skill communication, technical, and problem-solving skills; as well as deepen their understanding of the businessProvide effective feedback to field leaders and warehouse staff; hold underperformers accountable, and recognize strong performersEnsure workers and field leaders are engaged: 1) they know their role and what success looks like 2) they have the resources to be successful, and 3) they know why their work is importantEffectively communicate a vision and direction for the team4. Lean leadership and People development:Train, coach and build the team on the job, to develop their communication skills, technical operation capabilities and leadership skills.Communicate effectively with the team to help them understand the business priorities. Deliver the vision, inspire them and engage people to work together towards the same goal.Lead by example.

TheHead of New Businessis a senior leadership role responsible for drivingstrategic growth and expansionof MoMo’sPublic Services portfolio, with a strong focus onHealthcareandEducation.This role goes beyond traditional Business Development. The Head of New Business will leadbusiness strategy, data-driven insights, product development, and ecosystem growth, working closely with senior stakeholders to accelerate growth.The role owns end-to-end performance acrossPayments, Products, and User Experience, ensuring scalable and sustainable growth.Mô tả công việcBusiness Strategy Portfolio OwnershipOwn the overall business strategy for Public Services, including portfolio separation and prioritization (Healthcare, Education, and other public services).Define clear growth roadmaps, targets, and KPIs aligned with MoMo’s long-term strategy.Act as a strategic partner to senior leadership in shaping Utilities Telco business direction.Ecosystem Expansion Strategic PartnershipsLead the expansion of the public service ecosystem, focusing on hospitals, healthcare providers, schools, and education systems.Identify, negotiate, and manage strategic partnerships at senior decision-maker level.Collaborate with government agencies and authorities to accelerate cashless payment adoption.Product Commercial DevelopmentDrive product strategy and solution design in collaboration with Product, Technology, and Data teams.Design and optimize pricing schemes, commercial models, and incentive frameworks.Ensure products are user-centric, compliant, scalable, and aligned with market needs.Data, Market Insight Performance ManagementLead data-driven decision making through market analysis, user insights, and performance tracking.Own MAU, revenue, and growth KPIs across the portfolio.Identify growth levers and continuously optimize business performance.Leadership Cross-functional ExecutionBuild and lead a high-performing team with clear accountability and execution discipline.Work closely with Product, Tech, Operations, Legal, Finance, Risk, and Compliance teams.Establish structured, measurable operating models and reporting mechanisms.Yêu cầu công việcEducation: Bachelor’s degree in Business Administration, Economics, Finance, Public Policy, Technology, Healthcare Management, Education Management, or related fields.Master’s degree (MBA or equivalent) is a strong advantage.Experience Expertise8–12+ years of experience in Business Strategy, New Business, Fintech, Payments, Telecom, or Technology.Proven experience working with or building ecosystems in Healthcare and/or Education is strongly preferred.Strong background in business strategy, data analysis, and product collaboration.Skills QualitiesStrategic and analytical mindset with strong data-driven decision making.Senior-level leadership and stakeholder management capability.Excellent communication, negotiation, and problem-solving skills.Ability to operate effectively in high-pressure, fast-changing environments

We’re looking for a Growth Team Leader who thrives at the intersection of strategy, data, and innovation. You’ll lead a high-performing team to design, test, and scale growth initiatives across multiple use cases — with a strong focus on online payment solutions. The ideal candidate has a solid background in digital growth within tech, fintech, or e-commerce, understands user behavior across funnels, and knows how to turn insights into scalable business impact.Why You’ll Love Working Here:Impactful work: You’ll shape the growth strategy behind cutting-edge payment and digital commerce solutions used by thousands of customers and partners.Innovation-driven culture: Experiment fast, learn faster — we embrace creativity, data, and AI-driven decision-making.Cross-functional collaboration: Work with talented teams across product, tech, and business functions to turn ambitious ideas into measurable results.Career growth: We invest in people who take ownership — you’ll have the autonomy, resources, and mentorship to grow into a senior leadership role.Dynamic environment: Join a fast-paced, collaborative, and forward-thinking team in the heart of the digital transformation wave.Mô tả công việcDevelop and execute yearly, quarterly and monthly growth plans for multiple use cases, including customer acquisition, activation, retention, and monetization.Drive the growth roadmap for online payment products, ensuring seamless user experience and business scalability.Analyze customer and partner data to identify growth opportunities, conversion bottlenecks, and optimization levers.Manage and allocate resources effectively across cross-functional teams (marketing, product, data, and design).Apply the Build–Measure–Learn framework to drive experimentation and continuous improvement.Collaborate with internal stakeholders to enhance online payment flows, partnership integrations, and customer journey optimization.Leverage AI and automation tools to personalize user experiences and boost marketing efficiency.Track, analyze, and report growth KPIs and OKRs to leadership.Yêu cầu công việcBachelor degree in relating field.4–6 years of experience in growth, product marketing, or digital strategy, preferably in tech, fintech, banking, or e-commerce.Hands-on experience in online payment products, merchant integrations, or partnership growth strategies.Proven knowledge of the AARRR (Acquisition–Activation–Retention–Revenue–Referral) framework.Deep understanding of digital growth channels — paid media, SEO, CRM, lifecycle marketing, referral, and affiliate partnerships.Strategic thinker with ownership, system-thinking, and a growth mindset.Strong leadership and communication skills; experienced in managing cross-functional teams.Ability to communicate complex ideas with clarity and influence.

1. Innovation DigitalizationLead and coordinate innovation-driven initiatives, including AI adoption, workflow automation, and digital transformation projects.Work with business and technical teams to define project scope, success metrics, implementation roadmap, and governance structure.Monitor project progress, identify risks or bottlenecks, and proactively propose solutions to maintain delivery momentum.Facilitate pilot programs and ensure proper documentation, reporting, and scaling frameworks for successful initiatives. 2. Organization Synergy CapabilityDrive cross-functional initiatives aimed at strengthening organizational alignment, collaboration, and knowledge sharing across departments.Drive planning and execution of internal events, leadership forums, town halls, and engagement activities to foster stronger organizational connectivity.Develop structured approaches to capture and disseminate organizational intelligence, insights, and best practices across teams.Ensure stakeholder alignment by clarifying objectives, defining deliverables, and maintaining consistent communication throughout project lifecycles. 3. Project Governance and TrackingDevelop and maintain structured project plans, timelines, dashboards, and reporting frameworks to ensure transparency and accountability.Track key milestones, deliverables, and dependencies across stakeholders.Prepare progress updates, executive summaries, and presentation materials for leadership review.Establish documentation standards and ensure proper archiving of project outputs and learnings.

Job purpose:Manage and improve quality and results of Non-Mass recruitment to ensure the organization attracts and hires high-quality talent, particularly for specialized and senior roles such as AI, Machine Learning, Product and other strategic positions.The role ensures recruitment excellence, builds strong recruitment capabilities within the team, and contributes to improving recruitment systems, governance, and talent engagement initiatives.Mô tả công việcCore Functional Responsibilities (60–70%):Manage Non-Mass recruitment operations: lead recruitment for specialized and high-level roles including AI, Machine Learning, Data, Technology, and other critical business positions.Develop strategic sourcing capabilities: build strong talent pipelines through talent mapping, market intelligence, and proactive sourcing strategies in competitive talent markets.Support leadership and critical hiring needs: partner with business leaders to recruit senior specialists and leadership positions aligned with business priorities.Ensure recruitment delivery and performance: manage recruitment pipelines to achieve hiring targets and maintain high standards in time-to-hire, candidate quality, and hiring manager satisfaction.Strengthen candidate experience and hiring effectiveness: ensure a high-quality candidate journey from sourcing to onboarding while maintaining strong employer reputation in the talent market.Review and upgrade the recruitment process and system to improve the quality of new hires both in terms of experience and education but also they culture fit with MoMo.Management / Cross-functional Collaboration (20–30%):Lead and develop the Non-Mass recruitment team to ensure strong recruitment capabilities and high performance.Collaborate with hiring managers to provide market insights, hiring strategies, and recruitment consultation.Support Employer Branding initiatives to strengthen the organization’s visibility and attractiveness to specialized talent communities.Partner with the Head of TA to align recruitment priorities with organizational hiring strategy.Yêu cầu công việcBachelor’s degree in Human Resources, Business Administration, or related fields.6–10 years of experience in Talent Acquisition with strong experience in specialized or technical hiring.At least 2–3 years of experience managing or mentoring recruiters.Strong experience recruiting for technology, AI, Machine Learning, or other specialized roles.Strong stakeholder management and recruitment consulting capability.Strong execution capability and ability to manage high-performance TA teams.Experience with ATS systems and recruitment reporting tools is a plus.Experience working in high-growth technology companies is a plus.Competencies:Strong expertise in recruiting specialized and senior talent such as AI, Machine Learning, Data Science, and technology roles, fast-moving high growth companies.Strong stakeholder management and ability to collaborate effectively with hiring managers and leadership teams.Ability to conduct strategic sourcing and talent mapping in highly competitive talent markets.Strong recruitment operations management including pipeline management, candidate engagement, and hiring delivery.Ability to quickly understand emerging roles and adapt recruitment strategies accordingly.Ability to lead and develop a team of recruiters with strong analytical and sourcing capabilities.Strong execution mindset with accountability for recruitment outcomes and hiring quality.Add point on data driven and comfort with analytics.

1. Process Design StandardizationDriving operational excellence across FLM through process standardization, performance analytics, and continuous improvement initiatives. Ensures that FLM operations are efficient, scalable, and alignment with business goals in productivity, quality, and cost.Analyze existing FLM workflows (Pick up, Sort, Delivery) to identify process gaps and inefficiencies.Design, document, and implement standard operating procedures (SOPs) and process improvement frameworks across regions. Lead pilot runs and process validation for new initiativesFacilitate executive-level and working-level meetings, ensuring structured documentation (e.g., meeting minutes, action logs) and accountability tracking.2. FLM Performance ManagementDefine and implement performance frameworks and KPIs / key drivers to monitor input and outcomes, functional improvements post-execution.Consolidate insights into regular project health dashboards and performance reports for leadership reviews.3. Project Management Office (PMO) Lead FLM improvement projects end-to-end: define problem statement, baseline, target, workplan, owners, and milestones.Drive cross-functional execution with Ops, WFM, BI, Product/Tech, and logistics partners (3PL/LM vendors).Standardize processes and playbooks: peak readiness, backlog clearance, exception handling, escalation ladder.Run pilots, evaluate outcomes, and scale best practices across stations/regions.4. Stakeholder Partner ManagementSupport governance with internal teams and external partners: performance alignment, action follow-up, and accountability.Prepare leadership-ready updates: concise narrative, key risks, decisions required, and next actions.Ensure operational compliance to agreed SOPs and reporting discipline.