Position Summary

Ripples Commerce is seeking a proactive, hands-on, and results-driven HR Manager - Talent Acquisition & HR Operations to lead recruitment activities and oversee essential human resources operations across multiple business units.

The position places a strong emphasis on Talent Acquisition and Recruitment Management (60%), while also overseeing HR Operations and Employee Lifecycle Management (25%) and Employee Relations and HR Business Partnering (15%).

The successful candidate will be responsible for driving recruitment performance, building sustainable talent pipelines, improving hiring processes, and partnering with business leaders to meet workforce requirements. In addition, the role will ensure efficient HR operations, consistent implementation of HR policies, and effective employee relations practices.

This position requires a strong combination of recruitment expertise, people management capabilities, business acumen, and operational execution in a fast-paced, dynamic business environment.

Key Responsibilities

Talent Acquisition & Recruitment Management (60%)

Recruitment Strategy & Workforce Planning

• Lead and oversee end-to-end recruitment activities across all business units, ensuring timely fulfillment of approved manpower requirements.
• Partner with Business Unit Heads and Hiring Managers to understand workforce demands, business priorities, and short-term and long-term hiring requirements.
• Develop and implement recruitment strategies aligned with business growth, workforce plans, and approved headcount budgets.
• Manage recruitment priorities, resource allocation, and hiring timelines to support business continuity.
• Provide recruitment advisory support to Hiring Managers on candidate availability, market conditions, salary expectations, and hiring feasibility.

End-to-End Recruitment Operations

• Manage the complete recruitment lifecycle, including manpower requisition, job posting, candidate sourcing, screening, interviewing, selection, offer coordination, and onboarding handover.
• Conduct competency-based interviews and assess candidates' technical capabilities, behavioral competencies, communication skills, and organizational fit.
• Coordinate with Hiring Managers to ensure effective interview scheduling, candidate evaluation, and timely hiring decisions.
• Oversee salary negotiations, offer preparation, and recruitment approval processes in accordance with company policies and salary structures.
• Ensure a positive candidate experience and maintain professional communication throughout the recruitment process.
• Manage multiple vacancies simultaneously across operational, specialist, managerial, and leadership positions.

Talent Sourcing & Talent Pipeline Management

• Develop proactive sourcing strategies using job portals, LinkedIn, employee referrals, professional networks, recruitment agencies, and other relevant channels.
• Build and maintain talent pools for critical, high-turnover, and frequently recruited positions.
• Identify opportunities to reconsider and match previously screened candidates with suitable vacancies across different business units.
• Monitor sourcing channel effectiveness and optimize recruitment spending to improve hiring outcomes.
• Strengthen employer branding initiatives to attract qualified candidates and improve the company's visibility in the talent market.

Recruitment Team Management & Stakeholder Collaboration

• Lead, coach, and supervise recruitment team members to ensure productivity, accountability, and achievement of hiring targets.
• Assign recruitment priorities and monitor individual recruiter performance, workload, and pipeline progress.
• Conduct regular recruitment review meetings with Hiring Managers and Business Unit Leaders.
• Proactively identify recruitment bottlenecks, escalate hiring risks, and recommend practical solutions.
• Maintain strong working relationships with internal stakeholders to ensure alignment on recruitment requirements, candidate quality, and hiring timelines.

Recruitment Analytics, Reporting & Process Improvement

• Establish, monitor, and report recruitment KPIs, including Time-to-Fill, Time-to-Hire, Hiring Plan Achievement, Offer Acceptance Rate, Source Effectiveness, and Recruitment Funnel Conversion.
• Develop and maintain recruitment dashboards, vacancy trackers, candidate databases, and management reports.
• Analyze recruitment performance, identify hiring trends, and provide actionable recommendations to HR leadership.
• Improve recruitment workflows, approval processes, and candidate tracking systems to enhance efficiency, transparency, and data accuracy.
• Support the implementation and optimization of recruitment management tools, including Lark Base and other HR technology solutions.
• Ensure recruitment documentation, candidate records, and hiring approvals are properly maintained in compliance with internal policies and applicable regulations.

HR Operations & Employee Lifecycle Management (25%)

• Oversee day-to-day HR operations covering onboarding, probation, employee records, internal transfers, promotions, and offboarding.
• Ensure employee information, employment documentation, and HR records are accurate, complete, and properly maintained.
• Supervise HR administrative activities, including attendance management, leave administration, employee documentation, and HR service requests.
• Coordinate with Compensation & Benefits and Payroll teams to ensure accurate and timely updates of employee information affecting payroll and benefits administration.
• Monitor probation periods, employment confirmation processes, contract renewals, and other employee lifecycle milestones.
• Ensure HR operational processes comply with company policies, internal approval procedures, and applicable labour regulations.
• Review and improve HR policies, standard operating procedures (SOPs), workflows, and internal controls to enhance operational efficiency.
• Support HRIS administration, data accuracy, process automation, and continuous improvement of HR service delivery.
• Supervise HR team members responsible for operational and administrative activities, ensuring timely and accurate execution.
• Prepare operational HR reports and identify opportunities to improve employee service quality and process effectiveness.

Employee Relations & HR Business Partnering (15%)

• Act as a key HR contact for managers and employees regarding HR policies, employee relations, and workplace matters.
• Partner with Business Unit Leaders and Hiring Managers to understand people-related challenges and provide practical HR solutions.
• Advise line managers on employee performance concerns, disciplinary matters, grievances, workplace conflicts, and employee conduct issues.
• Support employee engagement, retention initiatives, and internal employee communication activities.
• Ensure fair and consistent implementation of company policies, employment practices, and disciplinary procedures.
• Assist in managing employee relations cases, including fact-finding, documentation, resolution, and appropriate escalation.
• Monitor employee feedback, turnover trends, and workplace concerns to identify potential retention risks.
• Promote a positive employee experience and strengthen collaboration between HR and business functions.
• Ensure employee relations practices comply with Thai labour laws and applicable internal regulations.

Qualifications

• Bachelor's degree or higher in Human Resource Management, Business Administration, Psychology, or a related field.
• At least 5-7 years of progressive HR experience, with substantial hands-on experience in Talent Acquisition and Recruitment.
• Previous experience in an HR supervisory, team lead, or managerial role is preferred.
• Demonstrated experience managing end-to-end recruitment across multiple job functions and organizational levels.
• Strong understanding of recruitment strategies, sourcing techniques, competency-based interviewing, and candidate assessment.
• Experience in workforce planning, recruitment reporting, hiring pipeline management, and recruitment performance measurement.
• Solid knowledge of HR operations, employee lifecycle management, employee relations, and Thai labour laws.
• Proven ability to manage multiple vacancies and competing priorities in a fast-paced business environment.
• Experience with recruitment management systems, HRIS, applicant tracking systems (ATS), and HR reporting tools.
• Strong leadership, stakeholder management, communication, and negotiation skills.
• Strong analytical thinking, problem-solving, decision-making, and process improvement capabilities.
• Good command of English, both written and spoken.
• Experience in E-commerce, Retail, Technology, Digital Marketing, or other fast-paced service-based businesses is an advantage.