KEY RESPONSIBILITIES

A. Case Management & Investigation

• Lead all employee relations cases end-to-end — disciplinary actions, grievances, terminations, and complex interpersonal disputes

• Conduct investigations with rigor: interview witnesses methodically, identify the core facts, distinguish evidence from assumption, and reach defensible conclusions

• Draft all formal documentation — warning letters, show cause notices, termination letters — that is legally sound and consistent in standard

• Advise managers on appropriate disciplinary action and ensure decisions are proportionate, fair, and legally compliant

• Manage sensitive cases with discretion, including those involving senior employees or potential legal escalation

• Know when to escalate to external legal counsel — and brief them effectively when you do

B. Systems, Process & Standards

• Build the ER process infrastructure from scratch: investigation framework, disciplinary workflow, documentation templates, and escalation protocols

• Create and maintain a case management system that tracks all active and historical ER cases with appropriate confidentiality

• Establish consistent standards for how cases are handled across HQ, On field, and Store — one standard, applied fairly

• Identify patterns across cases to surface systemic issues

C. Labor Law & Legal Risk Management

• Serve as the primary internal expert on Thai Labor Protection Act and related legislation

• Review all disciplinary and termination decisions before execution to ensure legal compliance and minimise litigation risk

• Draft and maintain key HR policies — disciplinary policy, grievance policy, code of conduct — that reflect current law and company needs

• Monitor changes in Thai labor law and proactively update internal policies and practices

• Manage relationships with external labor counsel for high-risk cases, providing clear and well-organized case summaries

D. Manager Training & Capability Building

• Design and deliver ER training for line managers — covering disciplinary procedures, documentation standards, and how to handle early-stage employee issues before they escalate

• Build manager confidence to handle routine ER situations independently, reducing unnecessary escalation to HR

• Create practical reference materials (decision trees, checklists, templates) that managers can use without HR support for straightforward cases

E. Team Leadership

• Supervise and develop ER office — set case standards, review their work, and build their investigation and documentation skills

• Assign cases appropriately based on complexity and junior team capability

• Create a team culture where accuracy, fairness, and legal compliance are non-negotiable

QUALIFICATIONS

Required

• Solid, working knowledge of Thai Labor Protection Act — able to apply it to real cases, not just cite it

• Proven track record of conducting workplace investigations independently: interviewing, evidence assessment, and writing findings that hold up to scrutiny

• Experience drafting legally sound disciplinary documentation — warning letters, show cause notices, termination letters

• Sound judgment under pressure: able to assess a situation quickly, identify the key risks, and recommend the right course of action

• Ability to push back on managers or leadership when a proposed action is legally risky or procedurally wrong — and do so clearly and professionally

• Experience working in a company with significant headcount (500+ employees) where ER complexity is real

Strongly Preferred

• Background in retail, manufacturing, logistics, or any industry with high-volume frontline workforce — where ER cases are frequent and varied

• Experience building ER processes or documentation standards from scratch, not just inheriting an existing system

• Exposure to cases involving dismissal disputes, Labor Court, or conciliation proceedings