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Job type:

Full-time

• Act as a trusted HR contact for managers and employees, providing guidance on HR policies, processes, and people matters.
• Collaborate with HRBPs in other countries to align HR activities with the global HR calendar.
• Support manpower planning, maintaining an up-to-date organization chart and job descriptions for all business units.
• Manage employee profiles and updates in the HR system, including rotations, promotions, and transfers.
• Collect, analyze, and deliver HR data and reports to stakeholders (e.g., compensation benchmarks, turnover reports, exit interviews, engagement surveys).
• Partner with the recruitment team to attract and assess talent, participate in interviews, and manage hiring administration.
• Prepare and verify compensation and benefits transactions for HR Shared Services (e.g., overtime, allowances, insurance).
• Coordinate with external agencies for visa and work permit requests.
• Propose and implement HR process improvements to enhance efficiency and employee experience.
• Contribute to HR initiatives that promote a happy and engaging workplace culture.
• QualificationsBachelor s or Master s degree in Human Resource Management or related field.
• Minimum 5 years of HR management experience, preferably with exposure to end-to-end HR functions.
• Strong analytical, detail-oriented, and problem-solving skills with a growth mindset.
• Service-minded and able to work effectively in a diverse, multicultural environment.
• Experience in FMCG or fast-paced industries will be an advantage..
• K.Thanakarn - Talent Acquisition & Onboarding.
• Tel: 02----980.
• Company: HAVI Logistics Thailand Limited.
• 989 หมู่ที่ 15 ตำบลบางเสาธง อำเภอบางเสาธง จ.สมุทรปราการ 10570.

Experience:

4 years required

Skills:

Human Resource Management, Employer Branding, Recruitment, Leadership Skill, Budgeting

Job type:

Full-time

• Strategic Partnership & Operational Execution.
• Strategic Alignment: Partner closely with the HR Director to translate long-term business goals and corporate HR strategies into actionable department goals, KPIs, and operational.
• HR Business Partnering: Act as the primary HRBP and Heads of Functions, resolving organizational issues, optimizing headcount, and providing solutions for workforce challenges.
• Workforce Planning & Budgeting: Co-develop annual manpower plans and personnel budgets under the direction of the HR Director; monitor actual labor costs, overtime expenses, and staffing productivity against operational targets.
• Talent Acquisition & Employer Value Proposition.
• Full-Cycle Recruitment: Oversee the execution of talent acquisition strategies for professional, technical/engineering, supervisory, and production line workforce.
• Pipeline & Employer Branding: Drive local employer branding initiatives, university relations, and sourcing channel development to build sustainable talent pipelines for business expansion and operational ramp-ups.
• Onboarding & Induction: Ensure a robust onboarding experience to accelerate time-to-productivity and reduce early turnover.
• Talent Management, L&D, and Organizational Development.
• Talent & Succession Pipelines: Implement the corporate talent assessment and succession planning framework guided by the HR Director, identifying high-potentials and closing capability gaps for critical operational roles.
• Learning & Capability Building: Oversee the training needs analysis (TNA) and execute annual training roadmaps, focusing on technical skills, supervisory leadership, safety readiness, and multi-skilling programs.
• Change Management: Facilitate operational transformation, process continuous improvements, and culture-building initiatives aligned with company values.
• Performance Management.
• Performance Governance: Facilitate the end-to-end annual and mid-year performance review processes; ensure department KPIs are cascaded, evaluated objectively, and calibrated accurately across all teams.
• Compensation & Benefits Administration: Supervise payroll operations, incentive schemes, statutory reporting, and benefits administration in alignment with corporate rewards frameworks set by the HR Director.
• Employee & Labor Relations (ER/LR) and Workplace Culture.
• Labor Harmony: Lead employee and labor relations, proactively handling employee grievances, disciplinary actions, and labor dispute mediation in accordance with fair labor practices.
• Engagement & Culture: Organize corporate employee engagement programs, welfare initiatives, and Welfare Committee meetings to maintain high employee morale and a positive employer-employee relationship.
• High-Performance Environment: Champion a safety-conscious, quality-first, and collaborative work culture across all production and office environments.
• HR Governance, Compliance & Audit Readiness.
• Policies & Standard Operating Procedures (SOPs): Maintain and enforce updated HR policies, work regulations, and SOPs in compliance with Thai Labor Laws and regulatory mandates.
• Department Leadership: Coach, mentor, and build functional capabilities across the HR department team to elevate overall service delivery.
• Job Specifications & Candidate Qualifications.
• Bachelor's or Master's Degree in Human Resource Management, Psychology, Law, Business Administration, or related fields.
• Minimum 10-12 years of progressive HR experience, with at least 4-5 years in a managerial role.
• Proven background in Retail Business, Trading or relate field (open to other industries).
• In-depth knowledge of Thai Labor Protection Laws, labor relations, and Welfare Committee operations.
• Hands-on experience facing customer/third-party audits and compliance frameworks.
• Solid foundation in modern HR tools, HRIS, and performance management/KPI systems.
• Strong leadership, stakeholder mediation, and dispute management abilities.
• Strategic mindset paired with strong operational/tactical execution capabilities.
• Professional maturity to represent the HR Director in operational forums.
• Fluent in Thai with strong working proficiency in English (both spoken and written for management presentations and cross-border reporting).