Job Responsibilities

Strategic Organization Design & Workforce Planning:

• Study, benchmark, analyze, and design organizational structures to ensure strategic alignment with the company’s goals and direction.
• Ensure the organizational structure of all entities within the group is designed in accordance with established principles.
• Partner with Human Capital Business Partner on:

- The design of organization structures, job descriptions, and RASCI with clear alignment to business direction.

- Workforce planning (workforce sizing, structure, and allocation) to ensure optimal workforce efficiency and scalability.

• Conduct workforce analysis (e.g., span of control, layering, workforce ratios) to support organization effectiveness.
• Provide expert consultation to Human Capital stakeholders on organizational design matters, including organization structure design, job descriptions, job-relationship (RASCI), and alignment with policies, and offer support to internal development teams on job/position-related aspects.
• Collaborate with Compensation & Benefits team to ensure proposed structures and headcount plans are aligned with budget constraints and job evaluation frameworks.

Organizational Structure Data & System Management:

• Manage and maintain the integrity of organizational structure data within HR systems by ensuring accuracy, conducting regular reviews for alignment with approved designs, and monitoring headcount against budgets.
• Lead initiatives to cleanse and standardize job-related data, including Job Codes and Families, ensuring correct mapping and resolving inconsistencies.
• Manage the Job Library master and oversee the database of job descriptions and titles for the entire ThaiBev Group.

Headcount Planning & Governance

• Conduct and coordinate end-to-end headcount planning processes (annual, mid-year, and ad-hoc).
• Ensure all headcount proposals are:
• - Aligned with organization design principles
• - Validated with Compensation & Benefits team for budget and cost implications
• Monitor and control actual vs. approved headcount, highlighting gaps and structural inefficiencies.
• Act as governance gatekeeper for headcount and position changes, ensuring alignment with approved organization structures.
• Provide workforce insights on Structure efficiency, Span of control and layering, and Workforce allocation across functions

Operational Support & Issue Resolution:

• Provide expert advice and solutions to HR Business Partners, HCIS, and Shared Services on position management for all employee lifecycle events (new hires, transfers, payroll, promotions, recruitment).
• Address and resolve system-related issues concerning Human Capital System Team and Human Capital Information Systems (HCIS), and rectify data inaccuracies arising from HR processes.

Project Management & Process Improvement:

• Identify, recommend, and manage the implementation of improvements to organization design processes and systems, including innovative solutions and policy changes.
• Apply project management methodologies to oversee and drive organization design-related projects.
• Support organizational transformation through effective communication and change management practices.

Stakeholder Collaboration & Consultation:

• Provide expert consultation and support on headcount and employee information management, ensuring policy compliance.
• Investigate and resolve complex position management issues, generate and maintain HR reports and queries
• Conduct training / communication sessions, and develop necessary user documentation and training materials for organization design processes and system functionalities.
• Collaborate with Compensation & Benefits team on job evaluations, and budget and cost implications.
• Support organizational transformation and change management initiatives.

Job Skills & Qualifications

• Bachelor’s Degree or higher with a recognized university degree in Human Resource Development or Human Resources Management, Business Administration, General Management, Political Science, Psychology or other related fields
• Minimum of 4 years of progressive experience in organization design, job architecture, or a related HR function.
• Comprehensive understanding of organization design and/or workforce planning principles, methodologies, and best practices.
• Demonstrated proficiency in working with HRIS systems (e.g., SAP SuccessFactors, Workday) and advanced skills in data management and analysis using tools like Excel.
• Strong analytical and problem-solving abilities with a proven track record of interpreting complex data and providing actionable insights.
• Strong organizational and interpersonal skills; able to coordinate with multiple stakeholders.
• Comfortable working in a fast-paced environment with evolving priorities.
• Good command of English and Thai in both written and spoken communication.
• Experience in job evaluation and workforce planning are a plus.