Location: Thailand

Report to: VP People, APAC

Permanent, Hybrid role

Role Purpose

To drive business performance by developing a high-performing, engaged, and values-driven workforce through the provision of strategic and operational HR partnership. The Senior People Business Partner (PBP) will serve as a trusted advisor to management, delivering proactive guidance on people-related matters across business locations.

This role partners closely across the HR function to deliver integrated, value-added solutions that align with organisational priorities. It is responsible for shaping and executing a comprehensive, employee-centric people agenda that effectively balances workforce needs with commercial objectives.

Responsibilities

Consults with the business's leadership and management to foster and promote the engagement of the business's core values at all levels.

Coaches and supports management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations.

Coaches and partners with the business's departmental heads and management in performance management processes, compensation and remuneration programs, recruitment practices, and management decision making.

Plays a major role in the management of varied projects throughout the business, actively participating in project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration within business departments and with business partners.

Plays a strategic role in the direction of the people management function in the business through the undertaking of appropriate diagnostic measures.

Collaborates with the group and regional People functions and business in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees where necessary, providing coaching and mentoring support where required.

Partners with stakeholders and business partners in ensuring that the best practices are being adopted, ensuring the delivery of projects as required as well as ensuring that key deliverables are met within the specified timelines.

Analyzes and reports on all people metrics and trends related to human capital in the business and uses these findings to develop strategies and solutions to issues that affect the business's employee relations.

Reviews gaps in leadership capability across functions within the business and develops action plans accordingly.

Maintains a clear and detailed knowledge of the industry trends, best practices, and labor legislation. This guarantees attraction and retention of valuable employees by guaranteeing efficient people management practices within the business leading to employee satisfaction.

Strives to monitor and challenge existing labor policies and procedures in the business, constantly ensuring alignment with the business's values and the external legislations.

Provides HR policy guidance and interpretation.

Administers the HRIS and maintain all employee data as up-to-date and comply with local requirement on data privacy.

Works closely with APAC Reward on compensation and benefits matters based on APAC reward guideline to include internal and external salary benchmarking, benefits review, annual pay review, and other global and regional reward initiatives.

Provides expert guidance to business leaders on Thailand employment legislation, labour regulations, statutory requirements, and employee relations matters, ensuring ongoing compliance with local laws and governance requirements.

Monitors changes in Thailand employment legislation and regulatory requirements, proactively assessing business impact and implementing necessary policy, process, and compliance updates.

Leads and supports people-related activities associated with mergers, acquisitions, and organisational transformations, including due diligence, workforce assessments, organisational design, change management, employee communications, and post-merger integration planning and execution.

Partners with business leaders and regional stakeholders to deliver successful post-merger integration initiatives, driving cultural alignment, talent retention, organisation effectiveness, and workforce harmonisation.

Performs other related duties as assigned.

Requirements:

In-depth knowledge of employment laws, statutory requirements, and HR practices within the relevant geography.

Extensive HR experience, including Business Partnering role.

Strong business acumen with a solid understanding of the organisational value chain.

Proven experience supporting mergers and acquisitions (M&A), including post-merger integration, organisational change, and workforce transition activities.

Experience managing complex organisational transformation and change management initiatives within a multinational environment.

Proven ability to build credibility, influence stakeholders, and deliver results with integrity.

Demonstrated experience in managing and resolving complex employee relations matters.

Broad expertise across multiple HR disciplines, including organisational development, compensation and benefits, performance management, employee and union relations, and diversity & inclusion.

Excellent interpersonal, communication, and coaching skills, with the ability to engage and influence at all levels of the organisation.

Strong analytical thinking and problem-solving capabilities, with attention to detail.

Ability to interpret and apply relevant laws, policies, and guidelines effectively.

Strong organisational and time management skills, with a proven ability to manage multiple priorities and meet deadlines.

Good understanding of organisational structures, job architecture, and workforce planning considerations.

High level of professionalism and customer-centric mindset.

Proficiency in Microsoft Office Suite and related systems.