Roy Tran
Global Chief People Officer @Pizza 4P's
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WORK HISTORY
Global Chief People Officer @Pizza 4P's
Ho Chi Minh City, VN
Brought in to design and build people and leadership infrastructure to support scale across Vietnam, Cambodia, Indonesia, and India during high growth.Led the development of core people systems, governance, and operating models to move the organization from founder led execution to sustainable scale. This included workforce structure, leadership capability, talent systems, performance frameworks, and cultural operating rhythm across markets.Partnered closely with founders and senior leadership to stabilize complexity, clarify decision rights, and ensure people practices supported speed, consistency, and accountability as the business expanded.Built and led teams across multiple geographies, balancing local context with global standards in regulated and fast changing environments.The focus throughout was not incremental improvement but foundational build. Creating systems that leaders could rely on, teams could execute within, and the business could scale on.
EDUCATION
Humber College
Business Management, Business Administration and Management, General
Humber College
Certificate in Business Studies, Business Management
Humber College
Diploma in Business Management, Business Management
Humber College
Certificate in Management Studies, Business Management
Seneca Polytechnic
Human Resources Management Graduate Certificate, Human Resources
SKILLS
ABOUT ROY TRAN
I arrived in Canada at four years old.My parents left Vietnam on a wooden boat. We ended up in a refugee camp in Hong Kong, then Fort McMurray, then Toronto. Sponsored by a church community that gave us a chance nobody owed us.My father worked in a factory his whole life. My mother started in a potato factory, learned English at night, and eventually became a payroll administrator for the federal government. No connections. No credentials. Just discipline, and the belief that the next generation would do something with what they built.That belief shaped how I think about organizations.Because organizations, like families, are held together by invisible systems. And those systems either give people a fighting chance or they quietly fail them while everyone pretends otherwise.I spent twenty years fixing the ones that were failing.HSBC. Walmart Canada. OLG. City of Toronto. Maple Leaf Foods. Most recently, as Global CPO across Vietnam, Cambodia, Indonesia, and India.Not building culture decks. Not running engagement surveys. Building infrastructure. Job architecture, AI-enabled service delivery, shared services models, and workforce governance that holds up under real scrutiny. The kind of systems that run without hero labor and institutional memory.I turned 50 in 2025.And I find myself less patient with the gap between what organizations say they are doing in HR and what is actually happening on the ground. Boards hear one story. People doing the work live another. I have sat on both sides of that table. I know what gets left unsaid, and I know why.That is what the book is about. That is what the platform is about.If you are trying to build something real inside an organization still running on hope and habit, that is why I keep writing. The HR Leader: Your First 90 Days — forthcoming beyondthetitle.ca | The Human Code h••••@beyondthetitle.ca
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