Experience:

8 years required

Skills:

Recruitment, English

Job type:

Full-time

• 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.