Factory Human Resources Manager 1 position (New Headcount)

About Sleepwell Group

Sleepwell Group is a Thai family-owned group of around 270 people, operating across four businesses: Sleepwell Industries (mattress manufacturing and OEM), KingKoil (B2B hospitality, supplying the region's leading hotels), SleepHappy (D2C e-commerce on Shopee, TikTok Shop, and Lazada), and our retail brands Dreammaster and SleepCity. We have grown roughly three times since pre-COVID.

Our factory, Sleepwell Industries, is an ISO 9001-certified mattress manufacturer with a workforce of around 150 people. We are now investing in building a modern, high-performing people function from the ground up, and this role is central to that. You will not be maintaining an old system; you will be helping build a new one, working directly with senior leadership.

We are a direct, fast-moving, owner-led business. We value people who take ownership, make decisions, back them with data, and get things done. We actively use modern tools, including AI, to work smarter.

About the Role

We are looking for an experienced Factory HR Manager to lead the entire people function at our manufacturing plant. You will be the senior HR presence on the factory floor, owning employee relations, attendance, discipline, and worker welfare, while partnering directly with our VP to build and run the factory's performance and KPI systems. You will report to the VP, work closely with the COO who runs operations, and oversee our group payroll officer. This is the most senior of our business-unit HR roles, and you will have real ownership to build, not just administer.

Key Responsibilities:

• HR Business Partnering & Workforce Planning

• Partner with factory leadership: join production and operations meetings, understand the plant's output targets, bottlenecks, and people-related risks, and translate them into a clear HR plan that directly supports the factory's goals.

• Assess the state of HR on the floor continuously: track turnover, absenteeism, skill gaps, supervisor capability, and morale, and produce a prioritised improvement plan with the VP, backed by data.

• Own factory workforce planning: forecast headcount needs by department and by shift, plan ahead for seasonal or production-driven demand, and make sure the right number of skilled people are in place before production is affected.

• Coach and equip line supervisors and department heads: enable them to handle day-to-day people matters themselves (attendance conversations, first-line discipline, performance feedback), so most issues are resolved at the floor level rather than escalated to you.

• Performance Management & Factory KPIs

• Build the factory KPI framework with the VP: design and roll out clear, measurable KPIs for every division (production, quality, warehouse, delivery, maintenance, safety), tied directly to the plant's business goals.

• Set targets with each department head: agree exactly how each KPI is measured and where the data comes from, and establish a regular review rhythm such as monthly check-ins and quarterly reviews.

• Run the appraisal cycle end to end: prepare the tools, train supervisors to score fairly and consistently, run calibration so ratings are comparable across departments, and link outcomes to reward and development.

• Track performance and act on it: spot underperformance early, work with supervisors on improvement plans, and feed clear, honest performance data into the monthly management review.

• Employee & Labour Relations

• Own the employee-relations climate on the floor: build and protect trust between workers and management through regular presence, active listening, and fair, timely responses to concerns.

• Manage grievances and disciplinary cases end to end: investigate thoroughly, document properly, apply progressive discipline in line with Thai labour law, and make sure every case would stand up to legal scrutiny.

• Conduct workplace investigations: handle misconduct, disputes, theft, and harassment impartially and confidentially, gather the facts, and recommend fair, defensible outcomes.

• Handle exits correctly: manage terminations, retrenchments, and mutual separations properly, calculate statutory severance, prepare documentation, and run the process professionally to protect the company and morale.

• Anticipate and defuse tension: see problems coming and deal with them early, before they grow into a dispute or collective action.

• Attendance, Discipline & Compliance

• Own the factory attendance system end to end: monitor daily attendance across all shifts, analyse patterns of absenteeism and lateness, find the root causes, and drive absenteeism down over time.

• Apply attendance, overtime, and disciplinary rules consistently: enforce the same fair standard across every department, with no exceptions.

• Ensure attendance and overtime data is accurate and complete: make sure it flows correctly into payroll each cycle, with no gaps, errors, or last-minute corrections.

• Keep the factory fully compliant: meet all Thai labour law and BOI requirements, maintain audit-ready records, and stay current on any changes in the law.

• Health, Safety & Worker Welfare

• Work closely with the safety team: support safety training, toolbox talks, and a strong day-to-day safety culture, so HR and safety operate as one.

• Manage the HR side of workplace incidents: handle investigation, documentation, workers' compensation, and follow-up actions to prevent the same incident happening again.

• Oversee worker welfare and facilities: look after the canteen, transport, uniforms, and rest areas, because these directly drive retention and morale.

• Recruitment & Onboarding (Factory)

• Identify factory hiring needs ahead of demand: raise clear requisitions and define exactly what a good candidate looks like for each role before recruitment begins.

• Lead floor-level selection: interview and assess candidates for fit, capability, and reliability, while central recruitment sources and coordinates the applicant pipeline for you.

• Run structured onboarding for every new worker: make sure they understand safety, expectations, and the way we work, become productive quickly, and stay, and track early attrition to fix onboarding gaps.

• Learning & Development

• Identify skill gaps on the floor: use performance data and supervisor input to build a practical training plan covering technical skills, quality, safety, and machine operation.

• Build the capability of frontline leaders: coach and develop line leaders and supervisors, because strong supervisors are the one biggest driver of floor performance and retention.

• Arrange, track, and measure training: make sure it was delivered and, more importantly, that it actually improved performance.

• Payroll & HR Operations Oversight

• Oversee the group payroll officer operationally: make sure factory attendance, overtime, shift allowances, and deductions are calculated correctly and submitted on time every cycle.

• Support clean payroll governance: check the factory's payroll inputs before each run, work with Finance on reconciliation, and ensure there is no repeat of past payroll errors.

• Own factory HR administration: keep employee records, contracts, leave, and documentation accurate, complete, and audit-ready.

• Produce monthly HR reporting for management: report headcount, turnover, absenteeism, overtime cost, and KPI performance, with insight and recommendations, not just raw numbers.

• Culture, Engagement & Retention

• Drive engagement and retention on the floor: understand why workers leave, act on the real causes, and build an environment where good people choose to stay.

• Run practical engagement suited to a factory workforce: use recognition, clear communication, and welfare initiatives, and measure whether they actually move morale and retention.

• Be a visible, approachable, hands-on presence: be on the floor every day, known and trusted by the workers, not behind a desk.

• Team Leadership & Group Alignment

• Lead and develop the factory HR and payroll staff: set their goals, coach them, and hold them accountable for results.

• Coordinate with the office HR team and the group HR consultant: keep the factory on one consistent group standard for policy, compensation, and process, with no drift between factory and office.

What Success Looks Like in Your First 6 Months

• Factory KPIs are live across every division, with clear targets and a working monthly review rhythm, built together with the VP.

• Absenteeism is measurably lower, and attendance is reliably and correctly linked to pay.

• Employee relations are stable, with a clear, fair, and legally sound disciplinary process running.

• Factory payroll is clean, on time, and fully reconciled every cycle.

• You are visibly trusted by both the workforce and the leadership team.

What You Bring (Required)

• A bachelor's degree in Human Resources, Business Administration, Political Science, Psychology, or a related field or higher.

• 5 to 8 years of HR experience, including at least 3 years in a manufacturing or factory environment.

• Strong hands-on experience in blue-collar and worker HR, covering employee relations, attendance, discipline, investigations, and welfare.

• Solid, practical knowledge of Thai labour law, including the disciplinary process, severance, and terminations.

• Real experience with performance management or KPIs, and the confidence to partner with operations leaders as an equal.

• Good spoken and written English, as you will work with senior leadership and across the group.

• Be able to work at the factory in Samut Sakhon Province.

• Comfortable being factory-based and on the floor, with occasional travel to Bangkok HQ - Asok.

• Hands-on, high-ownership, and able to make and defend decisions in a direct, owner-led culture.

• Strong communication and interpersonal skills.

• Can start working immediately, is plus!

Nice to Have

• Safety-HR experience, or work in an ISO-certified environment.

• Experience in a multi-entity group or across different business types.

• Comfort using AI tools such as ChatGPT or Claude to work more efficiently.

What We Offer

• A competitive salary per month, plus a performance bonus.

• A genuine build-from-scratch mandate, with real ownership and direct access to senior leadership.

• The opportunity to shape the HR function of a growing, ambitious Thai group.

• Social security, health coverage, and leave in line with group policy.

• A direct, fast-moving culture where good work is recognised and rewarded.

Work Location at Factory: Factory located in Chai Mongkhon, Mueang Samut Sakhon District, Samut Sakhon 74000.

HQ: Sleepwell Industries Co., Ltd, 193/141 Unit A193, 35th Floor, Lake Rajada Office Complex Ratchada Road Khlong Toei Khlong Toei Bangkok 10110.

Working Days: Monday to Saturday

Working Period: 8:00 am to 5:00 pm

Website: https://sleepwellgroup.co/ & https://www.dreammasterbed.com/

English Resume Requested,

Available for a candidate who has permanent resident in Thailand.

Only selected candidates will be contacted for further consideration.