เงื่อนไขการค้นหา

ประสบการณ์:

3 ปีขึ้นไป

ทักษะ:

Human Resources Development

ประเภทงาน:

งานประจำ

• Design and implement annual training plans covering product knowledge, sales skills, customer service, leadership development, and functional competencies.
• Partner with business leaders, store managers, and department heads to identify training needs and translate business requirements into effective learning solutions.
• Develop and manage Performance Management Systems including KPIs and competency-based evaluations, ensuring alignment with sales targets and business outcomes.
• Lead talent development initiatives, including high-potential programs, succession planning, and career development frameworks.
• Foster a learning and performance-driven culture in a fast-paced retail environment, supporting organizational change and business transformation.
• Manage, monitor, and control the HRD budget, ensuring cost effectiveness and measurable return on training investment (ROI).
• Evaluate training effectiveness and continuously improve learning programs using data, feedback, and business results.
• Organize company activities, engagement programs, and internal events to strengthen employee engagement, collaboration, and company culture.
• Lead and develop the HRD team, ensuring effective execution of HRD initiatives across HQ and retail branches.
• In October 2026, the headquarters will relocate to Muang Thong Thani.
• Bachelor's or Master's degree in Human Resources Management, Psychology, Organizational Development, or a related field.
• At least 7-10 years of experience in HRD / Learning & Development, preferably in IT Retail, Retail, Sales-driven, or fast-paced businesses.
• Minimum 3 years of experience in a managerial or supervisory role.
• Strong knowledge of Training & Development, Performance Management Systems (KPIs, competency-based), Talent Development, and Succession Planning.
• Experience designing training programs for sales teams, store operations, and leadership levels will be an advantage.
• Strong business-oriented mindset with strategic thinking and the ability to align HRD initiatives with business and.
• sales objectives.
• Good command of English (spoken and written).
• Proficient in Microsoft Office (PowerPoint, Excel, Word); experience with LMS or HR systems is a plus.
• Excellent communication, stakeholder management, and problem-solving skills.
• Agile, hands-on, and adaptable to a fast-changing retail environment.

ทักษะ:

Human Resources Development

ประเภทงาน:

งานประจำ

• Partner with business leaders to embed a high-performance and agile culture.
• Lead organization's effectiveness initiatives and facilitate organization diagnostics and recommend interventions to improve productivity, collaboration, and organizational health.
• Learning & Development Leadership.
• Develop and oversee enterprise learning strategy covering leadership, functional, regulatory, compliance, and future skills development.
• Ensure effective implementation of annual training roadmap and development programs.
• Oversee training needs analysis, curriculum design, learning technologies, vendor management, and budget utilization.
• Establish evaluation methodology to measure learning effectiveness and business impact.
• Promote a continuous learning culture and strengthen managerial coaching capabilities across the organization.
• Talent Management & Succession Planning.
• Lead enterprise talent management framework, including talent review, succession planning, leadership pipeline development, and career management.
• Identify critical roles and develop succession strategies to mitigate business continuity risks.
• Oversee Individual Development Plans (IDPs) and accelerated development programs for high-potential employees.
• Performance Management.
• Lead organization-wide performance management framework and annual performance cycle.
• Ensure consistency, fairness, and transparency in goal setting, evaluation, calibration, and reward linkage processes.
• Review and enhance performance management policies, tools, and communication practices.
• Provide guidance and coaching to leaders on performance-related decisions and employee development discussions.
• Utilize data analytics to identify trends, performance gaps, and opportunities for improvement.
• Employee Engagement & Culture.
• Lead initiatives to strengthen organizational culture aligned with corporate values and desired leadership behaviors.
• Oversee Employee Engagement surveys, action planning, and culture enhancement programs.
• Partner with leadership teams to improve employee experience and engagement outcomes.
• Monitor engagement trends and recommend interventions to address key organizational concerns.
• HR Projects & Digital Transformation.
• Oversee strategic HR transformation projects and cross-functional initiatives.
• Drive adoption of HR technologies, analytics, automation, and employee self-service solutHR Analytics & Reporting.
• Lead the development and governance of HR Analytics reporting, dashboards to support strategic decision-making.
• Prepare regular management reports, executive presentations, HR analytics dashboards, for Head Quarter/Regional Office submissions with actionable insights and recommendations.
• Drive continuous improvement of HR dashboards and visualization tools to provide timely and meaningful workforce insights.
• Bachelor's degree in HR, Organizational Development or related field.
• 10+ years of HRD experience with demonstrable results in Learning & Development, Performance management, Talent management and HR Analytics.
• Strong project/program management skills, experience leading cross-functional initiatives.
• Excellent facilitation, stakeholder management, and communication skills.
• Fluent Thai and English (written and spoken).
• MSIG Insurance (Thailand) Public Company Limited.
• 1908 MSIG Building, New Petchburi Road,.
• Bangkapi, Huaykwang, Bangkok 10310.
• th.msig-asia.com.

ทักษะ:

Architecture, Leadership Skill, Payroll, Thai

ประเภทงาน:

งานประจำ

• Lead and develop a high-performing HR team, establishing effective structures and role clarity to drive strategic business impact.
• Partner and consult the leadership team on organizational design, workforce planning, labor inquries and talent strategy.
• Oversee and ensure HR Service excellence and compliance in operations, payroll and employee inquiries.
• Define and execute the HR Strategy aligned with business objectives and the APAC/Global HR Strategy.
• Ensure compliance and proactively mitigate people-related risks in line with Thai labor laws and company governance.
• Oversee the recruiting strategy, execution and employer brand initiatives to ensure attraction of top talent.
• Define and implement learning and development strategies to build leadership capabilities and future skills.
• Drive talent management and succession planning to ensure leadership pipeline and organizational continuity.
• Prepare the short/mid-term strategic and qualitative workforce planning and monitore headcount budgets and personnel expenses on department level.
• Ensure competitive compensation and benefits structures and drive performance management processes aligned with business goals.
• Develop and regularly update the local job architecture, career paths and job descriptions.
• Maintain and update HR policies, procedures, and governance frameworks in full compliance with Thai labor laws and aligned with regional/global governance.
• Lead and support internal/external audits Enhance the end-to-end employee experience across the entire lifecycle, from onboarding to development and retention.
• Drive HR's positioning within the organization, ensuring clear, targeted, and impactful HR communication Leverage HR data and analytics to provide actionable insights, inform decision-making, and measure HR effectiveness.
• Your Profile You contribute.
• Strong strategic thinking, with a proven track record in developing and executing effective HR strategies.
• Excellent stakeholder management skills, including experience working with senior leadership.
• Proactive, independent, and solution-oriented work style.
• Strong leadership capability, with a passion for building and developing high-performing teams.
• Proven change management and transformation experience.
• Strong analytical and problem-solving skills, with a data-driven mindset.
• Creative and innovative thinking (ability to think outside the box).
• Your application Interested? Apply online now!.
• Have we sparked your interest? Then send us your application! You can expect exciting challenges that provide real impetus, in a team that motivates and supports you at the same time - and framework conditions that are not only attractive but also adapt to your life.
• To get us talking quickly, simply send us your application via our online form - it takes less than 5 minutes!.

ประสบการณ์:

5 ปีขึ้นไป

ทักษะ:

Analytical Thinking, Public Relations, Recruitment, Labor law, English

ประเภทงาน:

งานประจำ

• TBSP Public Company Limited.
• HR Director.
• About the Role.
• TBSP Public Company Limited is seeking an experienced and dynamic HR professional to join us as.
• Assistant Human Resources Business Partner (HRBP) Manager. Reporting directly to the HR Director, this role acts as a strategic partner to business leaders, translating business objectives into effective people strategies. The successful candidate will serve as a key representative of the HR function - supporting transformation initiatives, driving talent and engagement programs, and acting as an ambassador of the company in internal and external activities, including corporate events and public relations engagements on behalf of the HR Director.
• Strategic Business Partnering.
• Partner with business leaders and department heads to align people strategies with business objectives.
• Act as a trusted advisor to managers and employees on all people-related matters.
• Represent the HR Director and the company in selected corporate activities, events, press engagements, and public relations functions, serving as a brand ambassador for HR and the organization.
• Talent Acquisition (Recruitment) & Talent Management.
• Provide HR advisory and support on workforce planning, talent management, employee engagement, and organizational effectiveness.
• Drive performance management, succession planning, and talent development initiatives.
• Support recruitment, learning & development, compensation & benefits, and employee relations initiatives, including hands-on management of the end-to-end recruitment pipeline.
• Organizational Development & Change.
• Support organizational change, transformation projects, and culture-building programs across the Group.
• Support adaptation of HR practices to evolving business needs, including manufacturing and operational environments.
• HR Projects & Analytics.
• Support HR projects assigned by the HR Director, including HRIS initiatives and digital HR transformation.
• Analyze workforce and HR data to provide insights and recommendations for business decision-making.
• Prepare HR reports and dashboards to support management review and planning.
• Employee Relations & Compliance.
• Support employee relations matters and ensure compliance with labor laws, company policies, and good corporate governance practices.
• Promote a positive, fair, and engaging workplace culture.
• Bachelor's or Master's degree in Human Resources, Business Administration, Psychology, or related fields.
• 5-8 years of experience in HRBP, HR Generalist, Talent Management, or related HR functions.
• Strong understanding of HR practices including talent management, performance management, employee engagement, and labor law.
• Experience partnering with business leaders and managing stakeholders across different functions.
• Familiarity with manufacturing workforces and business environments.
• Strong strategic thinking and business partnering capabilities.
• Leadership skills with a focus on people development and team management.
• Adaptability and experience in change management initiatives.
• Excellent communication, presentation, and stakeholder engagement skills.
• Strong analytical thinking and problem-solving abilities.
• Professional presence and strong interpersonal skills, with confidence representing the company at events, press engagements, and public activities.
• Good command of spoken and written English.
• Proficiency in HRIS platforms and Microsoft 365 is an advantage.
• Experience in logistics, transportation, multinational, fast-growing, or publicly listed organizations will be an advantage.
• Join us and play a.
• key role.
• in shaping the people agenda of a leading public company.

ประสบการณ์:

1 ปีขึ้นไป

ทักษะ:

Japanese

ประเภทงาน:

งานประจำ

• HR Strategy & Organizational Development.
• Develop and implement HR strategies, policies, and procedures aligned with company objectives.
• Lead organizational development initiatives to improve efficiency and workforce capability.
• Develop and implement Succession Plan for key positions within the organization.
• Lead talent management and succession planning initiatives to support business continuity.
• Provide strategic HR guidance and support to management teams.
• Manpower Planning & Recruitment.
• Plan workforce and manpower requirements in alignment with business goals.
• Oversee recruitment, selection, and onboarding processes.
• Review and approve employment contracts and recruitment budgets.
• Develop employer branding and recruitment strategies to attract qualified candidates.
• Training & Development.
• Develop and execute training and employee development strategies.
• Establish competency development and career path programs.
• Monitor and evaluate training effectiveness and employee performance development.
• Provide consultation and guidance regarding employee development and succession planning.
• Compensation & Benefits.
• Develop and manage compensation and benefits strategies and policies.
• Review salary structures, incentive programs, and annual salary adjustment plans.
• Conduct market salary surveys and benchmarking analysis.
• Ensure compensation practices remain competitive and aligned with company objectives.
• Employee Relations & Labor Management.
• Establish and maintain employee relations policies and positive workplace culture.
• Review and update company rules, regulations, and HR policies in compliance with labor laws.
• Handle labor disputes, disciplinary actions, and employee grievance cases.
• Coordinate communication between management and employees.
• Plan employee engagement activities and internal communication programs.
• HR Operations & Compliance.
• Oversee overall HR operations and ensure smooth HR administration processes.
• Ensure compliance with labor laws, company policies, and related regulations.
• Maintain and improve HR systems and quality management systems (e.g., ISO / IATF).
• Prepare HR reports, KPI analysis, and annual HR budgets.
• Manage and develop HR team performance and capabilities.
• Participate in company activities and perform other duties as assigned by management.
• What we're looking for.
• Bachelor's degree or higher in Human Resources or related field.
• Minimum 10-15 years of experience in a human resources management role, preferably within a manufacturing or industrial setting.Experience in the automotive industry.
• Excellent knowledge of HR best practices, employment laws, and labour regulations.
• Strong interpersonal and communication skills, with the ability to effectively interact with employees at all levels.
• Proficient in HR information systems and data analysis to drive informed decision-making.
• Proactive, adaptable, and committed to providing exceptional HR support and service.
• Advanced knowledge in Microsoft office.
• What we offer.
• At ATA CASTING TECHNOLOGY CO., LTD.', we are committed to providing our employees with a supportive and rewarding work environment. Our comprehensive benefits package includes competitive compensation, health insurance, ongoing training and development opportunities, and a range of work-life balance initiatives to help you thrive both professionally and personally.
• About us.
• ATA CASTING TECHNOLOGY CO., LTD.' is a leading provider of innovative casting technology solutions. With a strong focus on quality, innovation, and customer satisfaction, we have established a reputation as a trusted partner for our clients across diverse industries. Join our team and be part of our continued growth and success.
• Apply now for this exciting opportunity to become our new Human Resource Deputy General Manager.

ประสบการณ์:

1 ปีขึ้นไป

ทักษะ:

Procurement

ประเภทงาน:

งานประจำ

• Bachelor's degree in Human Resources or any relevant field.
• At least 12 years of experience in HR with 2 years of experience in supervisory level.
• At least 3 years of experience in learning and development or HROD is an advantage.
• Attention to details and result oriented.
• Ability to work effectively with tight deadline and multi tasking.
• Professional personality with growth mindset.
• Energetic with strong interpersonal and communication skill with people at all level.
• Willing to work extended hours on a need basis.
• Able to communicate in English.
• Tasks & responsibilities.
• Perform full spectrum of HR both HRM and HRD such as recruitment, compensation & benefits, Thai labor law compliance, performance management, disciplinary, employee engagement and development.
• Responsible for compensation and benefits such as payroll, group insurance, provident fund, social security fund and annual health check-up.
• Maintain and update employee database including HR analytic.
• Work in collaboration with related parties for development need analysis, training roadmap, learning approaches, and program evaluation.
• Manage all logistical aspects to ensure learning program successful implementation.
• Responsible for talent management, Individual development plan, succession planning, and career path.
• Drive Employee Engagement and Employee Recognition program through various activities.
• Design and deliver internal communication to relevant parties/company wide.
• Act as internal consultant to identify, develop and implement organizational effectiveness interventions.
• Oversee office administration and procurement such as office facility/equipment, stationary, monthly expense, contracts relate to office administration, arranging for office space, necessary repairs and procurement of office supplies & office services.
• Work Monday to Friday.
• Medical Benefits.
• Provident Fund.

ประสบการณ์:

2 ปีขึ้นไป

ประเภทงาน:

งานประจำ

• Assisting Director.
• Human Resources in planning.
• organising and controlling the activities of Human Resources including HR administration such as employment.
• compensation & benefits.
• labour relations and team member relations.
• Ensure smooth and effective communication among the HR team and other departments.
• Bring fun to work.
• every day.
• Minimum 2 years Manager.
• Human Resources experience or 3 years Executive Human Resources experience in upscale hospitality properties in Thailand.
• Bachelor degree from a recognized Hotel Management Institute.
• Bachelor.
• 2-3.

ทักษะ:

English, Thai

ประเภทงาน:

งานประจำ

• งานกำหนดภารกิจ กลยุทธ์ เป้าหมาย และแผนงานพัฒนาระบบการบริหารงานทรัพยากรบุคคล.
• กำหนดวิสัยทัศน์ ภารกิจ กลยุทธ์ และเป้าหมายของส่วนงานทรัพยากรบุคคล เพื่อให้สอดคล้องกับนโยบาย กลยุทธ์และเป้าหมายทั้งระยะสั้น และ ระยะยาวตามวิสัยทัศน์ และภารกิจที่โรงเรียนกำหนด.
• จัดทำแผนงาน และแผนงบประมาณประจำปีของส่วนงานทรัพยากรบุคคล.
• จัดให้มีการทบทวนโครงสร้างองค์กรร่วมกับคณะผู้บริหาร และผู้จัดการส่วนงาน เพื่อกำหนดแผนอัตรากำลังประจำปีของโรงเรียน และรวมทั้งแผนอัตรากำลังประจำปีของแต่ละฝ่าย และส่วนงาน.
• จัดให้มีการทบทวนและปรับปรุงแบบกำหนดหน้าที่งานให้ทันสมัย และเป็นปัจจุบันร่วมกับผู้บริหาร และผู้จัดการส่วนงานที่เกี่ยวข้อง.
• ร่วมจัดทำนโยบาย และกำหนดแผนการสรรหาคัดเลือกบุคลากรเข้าใหม่ตามแผนอัตรากำลังประจำปี กับผู้บริหาร และผู้จัดการส่วนงานที่เกี่ยวข้อง และดำเนินการว่าจ้างบุคลากรเข้าใหม่ รวมทั้งจัดระบบการจ้างงานประเภทต่าง ๆ.
• จัดปฐมนิเทศบุคลากรใหม่ และจัดแผนการดูแลบุคลากรเข้าใหม่ ร่วมกับผู้บริหาร และผู้จัดการสายงานที่เกี่ยวข้อง รวมทั้งปรับปรุงระบบการประเมินทดลองงานให้มีประสิทธิภาพ.
• ร่วมจัดทำนโยบายในการจัดระดับตำแหน่งงาน และโครงสร้างเงินเดือน การบริหารค่าจ้างและสวัสดิการ รวมทั้งการพัฒนาระบบฐานข้อมูลบุคลากร.
• จัดทำนโยบายในการจัดการฝึกอบรม และพัฒนาบุคลากรในส่วนงานสนับสนุนการจัดการศึกษา.
• จัดให้มีการประเมินผลการปฏิบัติงานกลางปี และประจำปี รวมทั้งทบทวนปรับปรุงระบบการประเมินผลการปฏิบัติงานของบุคลากรในโรงเรียน ร่วมกับผู้บริหารที่เกี่ยวข้อง.
• งานบริการสนับสนุนสายงานวิชาการ.
• จัดการสรรหา คัดเลือก และว่าจ้างบุคลากรสายการสอนและสนับสนุนงานวิชาการ ทั้งชาวต่างประเทศ และชาวไทย รวมถึงการจัดทำสัญญาจ้างทุกประเภทให้เป็นไปตามกฎหมาย จัดแผนการดูแลบุคลากรเข้าใหม่ (Induction and Onboarding Program) และการจัดผลประโยชน์สวัสดิการต่าง ๆ.
• จัดทำวีซ่า สำหรับบุคลากรต่างชาติ และครอบครัว และการจัดทำใบอนุญาตการทำงานสำหรับบุคลากรต่างชาติ.
• ปรับปรุงฐานข้อมูลบุคลากรสายงานวิชาการ ให้เป็นปัจจุบัน และจัดทำรายงานตามมาตรฐานที่กำหนด.
• สนับสนุนการจัดการฝึกอบรม และพัฒนาบุคลากรสายงานวิชาการตามที่กำหนด.
• สนับสนุนการจัดการประเมินผลการปฏิบัติงานประจำปีของบุคลากรสายงานวิชาการ.
• งานบริการด้านการปฏิบัติการ และงานธุรการของส่วนงานทรัพยากรบุคคล.
• จัดการสรรหา คัดเลือก และว่าจ้างบุคลากรสายงานบริการสนับสนุนการศึกษา (Services Support Functions).
• กำหนดค่าตอบแทน และจัดทำ สัญญาจ้างทุกประเภทให้เป็นไปตามกฎหมาย.
• จัดปฐมนิเทศ และจัดแผนการดูแลบุคลากรเข้าใหม่ (Induction and Onboarding Program) ร่วมกับสายงานต่าง ๆ.
• ทบทวน และปรับปรุงนโยบายการบริหารค่าจ้าง การจัดผลประโยชน์ และสวัสดิการ.
• จัดให้มีการปรับปรุงฐานข้อมูลบุคลากร ให้เป็นปัจจุบัน และจัดทำรายงานตามมาตรฐานที่กำหนด.
• ร่วมจัดทำแผนการฝึกอบรม และพัฒนาบุคลากรในสายงานบริการสนับสนุนการศึกษา ร่วมกับผู้บริหาร และผู้จัดการสายงานที่เกี่ยวข้อง.
• จัดให้มีการประเมินผลการปฏิบัติงานกลางปี และประจำปี ตามนโยบายที่กำหนด.
• เป็นตัวแทนของโรงเรียน ในการสื่อสาร ตอบและดำเนินการตามคำขอจากบุคลากรของโรงเรียน และบุคคลภายนอกที่ติดต่อมาทางอีเมลล์และ โทรศัพท์.
• สนับสนุนกิจกรรมต่าง ๆ ของโรงเรียน.
• จบการศึกษาระดับปริญญาตรี สาขาการบริหารทรัพยากรบุคคล หรือสาขาอื่นๆที่เกี่ยวข้อง.
• มีทักษะ และประสบการณ์ตรงในการทำงานในด้านการจัดการ และการบริหารงานทรัพยากรบุคคล ไม่น้อยกว่า 15 ปี และมีประสบการณ์ทำงานในตำแหน่งผู้ช่วยผู้จัดการ หรือรองผู้จัดการ หรือผู้จัดการด้านการบริหารงานทรัพยากรบุคคล รวมกันไม่น้อยกว่า 8 ปี.
• มีประสบการณ์ในการทำงานด้านการบริหารทรัพยากรบุคคลครบทั้งกระบวนการ นับตั้งแต่การสรรหา คัดเลือกและว่าจ้าง ไปจนถึงการสิ้นสุดสภาพการจ้าง การบริหารค่าตอบแทน ผลประโยชน์และสวัสดิการ การบริหารระบบฐานข้อมูลบุคลากร การจัดทำรายงานวิเคราะห์ข้อมูลบุคลากร เพื่อการพัฒนาองค์กรและทีมงาน การดำเนินการเรื่องระเบียบวินัย การจัดทำนโยบาย และระเบียบข้อบังคับในการทำงาน การจัดทำคู่มือในการปฏิบัติงาน รวมถึงการจัดทำ standard procedure และ work instruction รวมทั้ง workflow ของขั้นตอนการทำงานบริหารงานทรัพยากรบุคคล การกำหนดเป้าหมาย แผนงาน และดัชนีชี้วัดความสำเร็จ รวมทั้งการประเมินผลการปฏิบัติงาน.
• สามารถสื่อสารทั้งภาษาไทย และภาษาอังกฤษได้ดี ทั้งการพูด ฟัง อ่าน และเขียน รวมถึงการสื่อสารข้ามวัฒนธรรมในองค์กรได้อย่างมีประสิทธิภาพ.
• สามารถใช้คอมพิวเตอร์โปรแกรมสำเร็จรูปในการทำงานได้ดี ซึ่งได้แก่ Microsoft Office (Word, Excel, Powerpoint), Google Platform และ ระบบ Web Conference.
• มีความรู้เกี่ยวกับกฎหมายที่เกี่ยวข้อง เช่น พระราชบัญญัติคุ้มครองแรงงาน และกฎหมายต่างๆที่เกี่ยวข้องกับการจ้างงาน กองทุนประกันสังคม กองทุนสำรองเลี้ยงชีพ กองทุนเงินทดแทน ประมวลกฎหมายแพ่ง และพาณิชย์ที่เกี่ยวกับการทำนิติกรรมสัญญาในการจ้างงานบุคลากร ระเบียบกระทรวงศึกษาธิการ พระราชบัญญัติโรงเรียนเอกสาร ประเภทต่าง ๆ เป็นต้น.
• มีความรู้เกี่ยวกับระบบบริหารคุณภาพ ISO ในส่วนที่เกี่ยวข้อง.
• สามารถทำงานกับบุคลากรไทย และบุคลากรต่างชาติ ที่มาจากวัฒนธรรมที่หลากหลายได้ดี.
• มีความมุ่งมั่นทุ่มเทในการทำงาน โดยคำนึงถึงความสำเร็จ และการบรรลุเป้าหมาย ภายใต้แรงกดดันได้ดีเยี่ยม.
• โรงเรียนยึดมั่นในหลักการสรรหาบุคลากรที่ปลอดภัย และการคุ้มครองสวัสดิภาพนักเรียน ผู้สมัครทุกคนจะต้องผ่านการตรวจประวัติอาชญากรรมและกรอกแบบฟอร์มยินยอมในการเปิดเผยข้อมูลส่วนบุคคล.

ประสบการณ์:

5 ปีขึ้นไป

ทักษะ:

Recruitment, Electronics, Leadership Skill, Nutrition, English

ประเภทงาน:

งานประจำ

• Maintain accountability for the development, communication and management of human resource employee life cycle policies and procedures.
• Develop and execute regional HR strategies aligned with business objectives and global HR priorities.
• Lead organizational development, workforce planning, succession planning, and talent reviews across the region.
• Drive employee engagement and culture initiatives that support a high-performance organization.
• Coach leaders on employee relations, performance management, organizational design, and change management.
• Partner with Talent Acquisition to ensure effective recruitment strategies and hiring outcomes.
• Identify talent gaps and implement development plans.
• Lead performance management processes, including calibration, development planning, and succession discussions.
• Ensure compliance with employment legislation and labor regulations across all APAC jurisdictions.
• Manage complex employee relations matters, investigations, disciplinary actions, and conflict resolution.
• Collaborate with Group Total Rewards, L&D, and HR Operations teams to deliver HR programs effectively.
• Analyze workforce metrics and HR trends to provide strategic recommendations to business leaders.
• Manage regional HR budgets and external vendor relationships as required.
• Lead, coach, performance manage, develop, and succession plan the regional HR team members (majority based in Thailand).
• Approximately 10-20% travel within the APAC region with occasional intercontinental travel.
• Additional duties as assigned.
• What You'll Bring.
• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. Master's degree is considered advantageous.
• 10+ years of progressive HR experience.
• Minimum 5 years of an HR leadership or HR Business Partner role supporting multiple counties.
• Experience supporting manufacturing, supply chain, commercial, or corporate functions.
• Demonstrated experience in employee relations, organizational development, talent management, and change management.
• Experience working in a global, matrixed organization.
• Strong business partnership and stakeholder management skills.
• Basic understanding of employment law and labor practices across APAC countries.
• Excellent coaching, influencing, and conflict-resolution capabilities.
• Strong leadership presence and executive communication skills.
• Ability to navigate ambiguity and manage competing priorities.
• Strong analytical and problem-solving abilities.
• Excellent project and change management skills.
• Ability to manage confidential information with the highest level of integrity.
• Fluent English communication skills; additional APAC language capability is an advantage.
• Why Join Corbion?.
• Lead the people agenda for a diverse and strategically important region.
• Partner directly with senior regional and global leaders.
• Influence business transformation, organizational growth, and leadership development across APAC.
• Join a purpose-driven organization focused on sustainability, innovation, and long-term value creation.
• Be part of a collaborative, international culture that encourages growth, development, and continuous learning.
• About Corbion.
• Corbion is a sustainable ingredients company dedicated to preserving what matters, including food and food production, health, and the planet. We specialize in lactic acid, lactic acid derivatives, food preservation solutions, functional blends, and algae ingredients, using our deep application and product knowledge to propel nature's ingenuity through science. With more than a century of experience, we continue working side-by-side with our customers to make our cutting-edge technologies work for them. Leveraging our advanced capabilities in fermentation and preservation technology, we help customers differentiate their products in diverse markets ranging from food and animal nutrition to home & personal care, pharmaceuticals, electronics, medical devices, and bioplastics.In 2025, Corbion generated annual sales of 1,267.4 million and had a workforce of 2,408 FTE. For more information: www.corbion.com.
• Corbion is an equal opportunity employer and committed to a diverse workplace. All applicants will be considered equally.
• Corbion does not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. All candidates must be submitted by approved Corbion vendors who have been expressly requested to make a submission by our Talent Acquisition team for a specific job opening. No placement fees will be paid to any firm unless such a request has been made by the Corbion Talent Acquisition team and such candidate was submitted to the Corbion Talent Acquisition Team.

ประสบการณ์:

8 ปีขึ้นไป

ทักษะ:

Recruitment, Leadership Skill, ISO 9001, Payroll, English

ประเภทงาน:

งานประจำ

• 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.

ทักษะ:

Recruitment

ประเภทงาน:

งานประจำ

• Friendly, you are gifted in representing Club Med's values to customers and employees.
• Key to our activity, you work with different departments and contribute to our overall success.
• Well-organised, you know our processes like the back of your hand and apply them meticulously.
• You will.
• Be responsible for personnel management and the application of social regulations within the resort.
• Support managers and their teams (between 150 and 450 employees).
• Develop and implement the action plan necessary to optimize human resources to meet the company's economic objectives.
• Manage the process of integration and evaluation of employees in compliance with the rules and procedures of labour law.
• Set up a local recruitment policy.
• Manage relations with employee representative bodies.
• Unite and motivate teams around defined objectives and support them in their development.
• In becoming a G.O Human Resources Manager, you will benefit from the infrastructures and activities offered by Club Med. And if you get the urge, you can even step on stage to show your talent!.
• So what are you waiting for? Pack your bags!.
• All our positions are open to people with disabilities.

ทักษะ:

Architecture, Leadership Skill, Payroll, Thai

ประเภทงาน:

งานประจำ

• Lead and develop a high-performing HR team, establishing effective structures and role clarity to drive strategic business impact.
• Partner and consult the leadership team on organizational design, workforce planning, labor inquries and talent strategy.
• Oversee and ensure HR Service excellence and compliance in operations, payroll and employee inquiries.
• Define and execute the HR Strategy aligned with business objectives and the APAC/Global HR Strategy.
• Ensure compliance and proactively mitigate people-related risks in line with Thai labor laws and company governance.
• Oversee the recruiting strategy, execution and employer brand initiatives to ensure attraction of top talent.
• Define and implement learning and development strategies to build leadership capabilities and future skills.
• Drive talent management and succession planning to ensure leadership pipeline and organizational continuity.
• Prepare the short/mid-term strategic and qualitative workforce planning and monitore headcount budgets and personnel expenses on department level.
• Ensure competitive compensation and benefits structures and drive performance management processes aligned with business goals.
• Develop and regularly update the local job architecture, career paths and job descriptions.
• Maintain and update HR policies, procedures, and governance frameworks in full compliance with Thai labor laws and aligned with regional/global governance.
• Lead and support internal/external audits Enhance the end-to-end employee experience across the entire lifecycle, from onboarding to development and retention.
• Drive HR's positioning within the organization, ensuring clear, targeted, and impactful HR communication Leverage HR data and analytics to provide actionable insights, inform decision-making, and measure HR effectiveness.
• Your Profile You contribute.
• Strong strategic thinking, with a proven track record in developing and executing effective HR strategies.
• Excellent stakeholder management skills, including experience working with senior leadership.
• Proactive, independent, and solution-oriented work style.
• Strong leadership capability, with a passion for building and developing high-performing teams.
• Proven change management and transformation experience.
• Strong analytical and problem-solving skills, with a data-driven mindset.
• Creative and innovative thinking (ability to think outside the box).
• Your application Interested? Apply online now!.
• Have we sparked your interest? Then send us your application! You can expect exciting challenges that provide real impetus, in a team that motivates and supports you at the same time - and framework conditions that are not only attractive but also adapt to your life.
• To get us talking quickly, simply send us your application via our online form - it takes less than 5 minutes!.

ประสบการณ์:

5 ปีขึ้นไป

ทักษะ:

Recruitment, Budgeting, Payroll

ประเภทงาน:

งานประจำ

The HR Manager is responsible for the day to day transactions and policy administration relating to all phases of the employee life cycle, such as recruitment, induction, payroll, compensation and benefits, performance management, discipline, and resignations or terminations. In addition, the HR Manager oversees the organizing of online and offline recruitment events. The HR Manager ensures the maintenance of HRMS, talent database, and presence on recruitment website. The HR Manager also works with senior management on organizational structure, HR manpower plan, talent management p ...

ทักษะ:

Power BI

ประเภทงาน:

งานประจำ

• Design and develop framework and policy to support workforce capability to address business growth.
• Design and develop framework policy and facilitate activities to support talent and successor pipeline including policy and guideline on career progression, internal mobility and development programs, employee development interventions.
• Act as the Center of Expertise (COE) for Learning & Development, Talent and Successor Development, Core Values, and Culture including annual employee engagement and org ...
• Lead end-to-end people/organization capability development projects (ad-hoc) from concepts to successful adoption.
• Ability to analyze effectiveness, people ROI of development activities/interventions/programs.
• Learning and Development Design and Policy (CoE).
• Develop and establish L&D policies, standards, and competency frameworks and tools (including core and technical competencies) aligned with business goals, along with assessment tools, learning roadmaps, and structured programs (e.g., leadership, talent development, and mandatory curricula).
• Design and develop learning roadmaps, annual learning catalogues, mandatory learning curriculums, leadership development programs, talent development initiatives.
• Conduct training needs analysis and identify capability gaps and people insights from assessment results.
• Design and develop development interventions linked to performance management processes and business priorities such as increase effectiveness of IDP.
• Coordinate with internal stakeholders, external training providers, and subject matter experts to ensure learning solutions effectively address business and workforce needs.
• Ability to design and develop methodology to evaluate effectiveness of investment/ROI for development programs.
• Facilitate and deliver specific learning interventions, workshops, knowledge-sharing sessions, and development programs where appropriate e.g. train-the-trainer.
• Monitor, evaluate, and continuously improve learning effectiveness through use of data analytics.
• Development standard materials, reports, presentations using Power BI, AI-productivity tools.
• Talent Development and Succession Planning.
• Design framework for talent and successor management (from identification, calibration, development and monitor) towards successor readiness.
• Employee Engagement, Culture and Organizational Effectiveness.
• Drive organization-wide employee engagement and organizational health surveys, including end-to-end planning to making recommendation for enhancement plans.
• Drive organization-wide initiatives to strengthen Core Values and Culture.
• Project Management.
• Design and Drive organization-wide rollout and adoption of people initiatives through close partnership with HR Business Partners and business leaders.
• Bachelor's degree or higher in Human Resources Management, Business Administration, Economics, Organizational Development, or related fields.
• At least 8-10 years of experience in Learning and Development, Career management, Competency, Leadership Development Program, Talent Program, Succession Plan, HRBP Role, or related HR functions.
• Experience in designing, coordinating, and evaluating learning and development programs, including leadership development, competency development, and career development initiatives.
• Strong analytical skills with the ability to interpret people data and translate findings into practical development solutions.
• Proficiency in Microsoft Excel, including data analysis and reporting, Presentation skills, Power BI, Learning Management Systems is an advantage.
• Strong stakeholder management, facilitation, communication and presentation to drive solutions and commitment.
• Ability to work collaboratively with line managers, functional leaders, external vendors, and cross-functional HR teams.
• Good command of English, both written and spoken. TOEIC 750 above.

ประสบการณ์:

1 ปีขึ้นไป

ทักษะ:

Human Resources Development

ประเภทงาน:

งานประจำ

• Design, implement, and evaluate comprehensive learning and development programs aligned with organizational goals.
• Partner with business leaders to identify skill gaps and future leadership needs, ensuring the company is equipped with the right talent to meet strategic objectives.
• Oversee the development of a learning culture that promotes continuous improvement and skill-building at all levels of the organization.
• Talent Management.
• Design and implement talent development programs that align with business objectives.
• Assess employee skills, competencies, and potential to identify high-potential employees.
• Partner with department heads to develop career development plans and learning pathways.
• Monitor employee growth and progress, ensuring alignment with individual and company goals.
• Develop and execute succession planning frameworks to identify critical roles and future leaders.
• Work with leadership to assess readiness and create individualized development plans for successors.
• Ensure the organization has a proactive approach to leadership transitions and workforce continuity.
• Ensure succession planning aligns with long-term business goals.
• Conduct training needs analysis and create targeted training programs for skill enhancement, leadership development, and compliance.
• Monitor and assess the effectiveness of training programs to ensure they meet performance objectives and drive business results.
• Coordinate and/or facilitate internal and external training programs and workshops.
• Analyze data on employee development, performance improvements.
• Prepare reports and presentations for senior leadership on the effectiveness and progress of HRD initiatives.
• Key.
• Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Experience: Minimum of 4-7 years of experience in Human Resources, with a strong focus on talent development and Succession Planning.
• Strong knowledge of HR best practices, employee development, training, and performance management systems.
• Excellent interpersonal, communication, and coaching skills.
• Ability to design and deliver effective training programs for diverse audiences.
• An analytical mindset with the ability to use HR metrics and data to drive decisions.
• Ability to manage multiple projects and work under pressure.
• Strong problem-solving and conflict resolution skills.
• Ability to influence and build relationships with leaders and employees at all levels.
• Strategic thinking with a results-oriented mindset.
• Proficiency in MS Office Suite (Word, Excel, PowerPoint).

ประสบการณ์:

5 ปีขึ้นไป

ทักษะ:

Problem Solving, Graphic Design, Recruitment, Leadership Skill

ประเภทงาน:

งานประจำ

• Assist the store manager in daily business operations, human resources, customer service, and merchandising.
• Coordinate, monitor, and report on daily operations.
• Ensure the store environment complies with health and safety regulations.
• Monitor and maintain suitable store inventory levels.
• Maintain a clean, organized, and aesthetically pleasing store front.
• Ensure that store policies and procedures are followed.
• Recruit, train, and supervise employees.
• Manage employee schedules, conduct performance reviews, and enforce disciplinary actions.
• Resolve customer complaints and concerns in a timely manner.
• Assist with the development of new sales and recruitment strategies.
• Bachelor's degree in Business Administration or relevant field.
• A minimum of 5 years experience working in a retail environment is required.
• Experience in training and managing a team.
• Strong conceptual, graphic design, type, and page layout skills for projects ranging from print to interactive to broadcast.
• Strong leadership and people management skills.
• Excellent communication and organizational skills.
• Decision-making and problem-solving skills.
• Able to work a flexible schedule.
• Good math skills.
• Attention to detail.

ประสบการณ์:

3 ปีขึ้นไป

ทักษะ:

Financial Reporting, Accounting, Automation, Leadership Skill

ประเภทงาน:

งานประจำ

• Flexibility: Hybrid work model (6 days in the SS&C office per month) and a business casual dress code, including jeans. Centralized location - a 6-minute walk from Phrom Phong BTS station or a 10-minute walk from Sukhumvit MRT station.
• Work/Life Balance: Flexible Personal/Vacation Time Off, Sick Leave, Paid Holidays, Business Leave, Maternity Leave, Ordination Leave.
• Your Wellbeing: Medical, Dental, Vision, Life Insurance, Annual Health Check Up, Employee Assistance Program, Parental Leave, Well-Stocked Pantry, and Provident Fund Co ...
• Diversity & Inclusion: Committed to Welcoming, Celebrating, and Thriving on Diversity.
• Training: Hands-On, Team-Customized, including SS&C UniversityCheck-Up.
• Education: Paid further education opportunities for eligible employees.
• Extra Perks: Bonus Scheme, SS&C Stock(s) Allocation for employees who are eligible.
• Role Overview.
• The Manager, Fund Administration is a leadership role within SS&C Fintech Thailand, responsible for overseeing end-to-end fund administration services across two critical functions: Investment Operations, transactional management, and Valuations & Unit Pricing.
• This role leads a team of fund administration professionals and is accountable for the accuracy, timeliness, and quality of all investment accounting data, transactional data, and unit pricing outputs, valuations, and associated client reporting. The position partners closely with Technology, Client Services, Compliance, and leadership to drive continuous improvement across operations, systems, and service delivery.
• The Manager will play a pivotal role in building SS&C's Thailand-based operating model, attracting high-calibre talent, and embedding a culture of excellence, accountability, and innovation.
• Investment Operations - Delivery Leadership.
• Accountable for providing and overseeing accurate transactional and portfolio accounting data entering the SS&C ecosystem. Custody data, external security data, market updates, and corporate actions are reviewed before being ingested into internal systems. Timely data flow and exception handling are critical to the success of the business unit and its impact on the Unit Pricing, Tax, and Financial Reporting ecosystem.
• Lead daily review and oversight of portfolio reconciliations, security pricing, corporate actions, and transactional capture.
• Ensure all transactional, custody, and vendor data is effectively reviewed before entering the system.
• Drive process improvements, automation, and efficiency initiatives across investment operations.
• Collaborate with Technology and operational teams to enhance systems and workflows.
• Ensure compliance with accounting policies, procedures, and service standards while managing risk exposure.
• Work closely with cross-functional teams to investigate, address, and remediate operational issues and identify root causes.
• Manage internal and external client inquiries, consistently meeting or exceeding SLA response times.
• Valuations & Unit Pricing - Delivery Leadership.
• Accountable for overseeing the accurate and timely delivery of unit pricing outputs. This includes ensuring material movements in underlying securities are reviewed and validated against external pricing sources, and that management and performance fees are calculated correctly. The role ensures all unit pricing data inputs - including trades, cash movements, and corporate actions - are subject to appropriate review when striking the unit price.
• Lead daily review of unit pricing calculations and analysis of portfolio performance.
• Oversee reconciliation of cash and securities prior to unit price calculation.
• Review management and performance fee calculations and ensure fee accruals are correctly reflected in the unit price.
• Review units on issue to ensure accuracy in the unit pricing system.
• Drive process improvements, automation, and efficiency initiatives across valuations and unit pricing.
• Ensure all staff comply with accounting policies, procedures, and service standards.
• Manage internal and external client inquiries, consistently meeting or exceeding SLA response times.
• People & Team Leadership.
• Lead, mentor, and develop a high-performing team across Investment Operations and Valuations & Unit Pricing.
• Set clear performance expectations, conduct regular reviews, and support individual development plans.
• Foster a culture of accountability, continuous improvement, and client-first service delivery.
• Support talent acquisition, onboarding, and capability-building for the Thailand-based team.
• Operating Model & Engineering Leadership.
• Plays a pivotal role in the build and ongoing maintenance of the Thailand hub operating model, spanning both Investment Operations and Valuations & Unit Pricing.
• Collaborate with APAC and global stakeholders to define and embed operating model design.
• Drive and execute change management initiatives.
• Champion use of SS&C proprietary technology platforms - including HiPort - to maximise efficiency and scalability.
• Service & Client Leadership.
• Client relationship management through best-in-class service delivery is central to the success of the Fund Administration team. This role requires direct -level client engagement, demonstrating empathy while adhering to the agreed service delivery proposition.
• Achieve and maintain a high standard of service delivery across all fund administration functions.
• Maintain 96% and above KPI performance across all service lines.
• Serve as the escalation point for client queries and complex operational issues.
• Embed a culture of high responsiveness and professionalism across the team.
• What You'll Bring.
• Proven leadership capability, with experience managing multi-functional teams in a fund administration or financial services environment.
• Deep technical expertise across transactions, investment operations, unit pricing, and valuations.
• Strong understanding of asset classes including domestic and international equities, derivatives, and fixed income securities.
• ETF fund accounting an advantage.
• Excellent communication and stakeholder management skills across all levels of an organisation.
• High attention to detail with strong analytical and problem-solving ability.
• High emotional intelligence with the ability to lead and motivate in a fast-paced environment.
• Degree education - preferably Commerce, Finance, or Accounting.
• 7+ years' experience in fund administration, with at least 3 years in a or management capacity.
• Preferred Experience.
• Proven experience overseeing both investment operations and unit pricing/valuations functions within a fund administrator or asset manager.
• Experience building or transitioning operations to an offshore or nearshore hub model.
• Strong knowledge of HiPort or similar fund accounting platforms.
• A track record of resolving complex operational issues and driving process improvements under pressure.
• Familiarity with Australian or regional regulatory requirements for managed funds (ASIC, APRA, SEC) an advantage.
• Ability to be hands-on with problem solving and implementing change while maintaining strategic oversight.
• Effective communicator across all levels of the organisation.
• LI-NW1.
• CA-NW.
• We encourage applications from people of all backgrounds to enable us to bring diverse perspectives to our thinking and conversation. It's important to us that we strive to have a workforce that is diverse in the widest sense.
• Thank you for your interest in SS&C! If applicable, to further explore this opportunity, please apply directly with us through our Careers page on our corporate website @ www.ssctech.com/careers.
• SS&C FinTech Services (Thailand) Limited.
• Human Resources Department - Talent Acquisition.
• 6th Floor, RSU Tower 571 Sukhumvit Road.
• North Klongton, Wattana, Bangkok 10110.
• Unless explicitly requested or approached by SS&C Technologies, Inc. or any of its affiliated companies, the company will not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services.
• Applications will be accepted on an ongoing basis until the position is filled.
• SS&C Technologies is an Equal Employment Opportunity employer and does not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.

ทักษะ:

Leadership Skill

ประเภทงาน:

งานประจำ

• Overall Airport Premium Service Operations Management.
• Take overall responsibility for the performance of Airport Premium Service Operations across both BKK and DMK.
• Define the Operating Model, Processes, Roles & Responsibilities, Decision Authority, and Escalation Flow for the team.
• Manage operations to ensure 24/7 service coverage, 7 days a week.
• Balance Service Capacity, Service Quality, Manpower Productivity, Revenue Support, and Operating Cost.
• Define Operational KPIs and monitor performance across each function.
• Identify Operational Risks, Bottlenecks, and Capacity Constraints and establish appropriate solutions.
• Act as the Management Escalation Point for major operational and service issues.
• Drive Operational Excellence and Continuous Improvement across Airport Premium Service Operations.
• Service Operations Planning.
• Oversee the Service Operations Planning Team, responsible for planning services in advance from Booking through to Service Ready status.
• Oversee the analysis of Booking Volume, Passenger Volume, Flight Schedule, and Service Demand by Airport, Time Slot, Service Type, and Customer Segment.
• Forecast Butler requirements and service capacity for the following day and future bookings, identifying peak periods and capacity risks in advance.
• Ensure the team understands the different requirements of Corporate, Agent, Family, Individual, VIP, Group, and Special Assistance customers.
• Establish manpower planning approaches aligned with Booking Demand and optimize Butler utilization to maximize service/passenger coverage without compromising service quality.
• Manage OT, Manpower Cost, Idle Time, and Resource Conflicts at an appropriate level.
• Define Assignment Principles and Resource Allocation Rules, taking into consideration Skill, Language, Experience, Gender.
• Requirements, Customer Profile, and Special.
• Oversee Forward Assignment for the following day and future bookings and ensure that every Confirmed Booking has the required resources available before the service date.
• Oversee the process of checking booking completeness and ensure the team contacts customers to clarify incomplete or unclear booking information.
• Oversee Pre-Service Confirmation, including Meeting Point, Flight Information, Service Arrangement, and Butler Information, to ensure that customers, Team Leads, and Butlers have accurate and aligned information before service begins.
• Butler Operations & 24/7 Service Delivery.
• Oversee approximately 8-10 Butler Team Leads and 80-100 Butler / Personal Assistant Officers across BKK and DMK.
• Take responsibility for Service Delivery and Frontline Operations on a 24/7 basis.
• Define Frontline Operating Standards and Service Expectations.
• Ensure readiness in terms of Manpower, Attendance, Grooming, Skills, and Service Readiness.
• Manage Butler performance through Team Leads and develop Team Leads into effective Shift Operations Leaders.
• Define Decision Authority and the Escalation Matrix for Team Leads.
• Oversee same-day operational management, including Re-assignment, Staff Swaps, Flight Delays, Staff Absences, and Resource Conflicts.
• Ensure Team Leads can resolve routine operational issues and provide immediate Service Recovery without waiting for Manager approval.
• Conduct regular on-site operational checks and monitor Service Delivery across both BKK and DMK.
• Manage Attendance, Discipline, Performance, and Productivity of the Frontline Team while building a strong Service Mindset, Ownership, and Professional Service Culture.
• After-hours & Real-time Operations Management.
• Establish the Operating Model for the period after the Service Operations Planning Team finishes its operation at approximately 21:00.
• Establish the Team Lead on Duty as the Same-day Operational Owner, with authority to adjust assignments, swap Butlers, resolve service issues, and contact customers directly for operational matters when necessary.
• Establish the Working Process between Team Leads and the Call Center to support customer information and communication 24/7.
• Define authority for Immediate Service Recovery and establish Escalation Criteria for Major / Critical Issues.
• Build an operating system that enables 24/7 operations without creating a Single Point of Dependency on the Manager.
• Service Quality & Service Excellence.
• Oversee the Service Quality & Training Team of approximately 2 team members.
• Define and control Service Standards for Airport Premium Service, including SOPs, WIs, Checklists, and Service Protocols.
• Define and monitor SLAs and Service Quality KPIs.
• Oversee Service Audits, Spot Checks, and Quality Assessments.
• Analyze Service Quality Gaps, Customer Feedback, and Recurring Issues.
• Ensure consistency of Service Standards across BKK and DMK.
• Drive Service Excellence and Continuous Improvement initiatives.
• Training & People Capability Development.
• Define Competency.
• Requirements and Training Roadmaps for Team Leads and Butlers.
• Oversee New Joiner Training, OJT, and Refresher Training.
• Develop and maintain a Skill Matrix to support Service Assignment and People Development.
• Analyze Training Needs based on Complaints, Customer Surveys, Service Errors, Audits, and Performance Gaps.
• Develop Team Lead capabilities in People Management, Operational Decision Making, Incident Management, and Customer Handling.
• Monitor Training Completion and Training Effectiveness and ensure employees meet the required Service Standards and Competency before being assigned to service.
• Complaint, Compliment, Service Error & Customer Feedback Management.
• Oversee the management process for Complaints, Compliments, Customer Surveys, Service Errors, and Incidents.
• Ensure complaints and service errors are investigated systematically through Fact Finding and Root Cause Analysis.
• Review Major Complaints and Sensitive Customer Cases.
• Define Corrective & Preventive Actions (CAPA) and follow up on Action Plans through closure.
• Analyze Complaint Trends and Recurring Service Issues and use the findings to improve Processes, SOPs, and Training.
• Coordinate with Customer Success for Formal Customer Follow-up or Service Recovery when required.
• Promote a Learning Culture that uses Service Errors as opportunities to prevent recurrence.
• Corporate Standards, ISO & Certification.
• Oversee the Service Quality & Training Team in coordinating with the central team on Corporate Service Standards, Customer Surveys, Complaints/Compliments, Training, and Certification.
• Implement Corporate Standards and Policies within Airport Operations.
• Ensure compliance with relevant ISO and Certification.
• Prepare the operation for Internal and External Audits and ensure proper Evidence and Documentation are maintained.
• Follow up on Corrective Actions from Audit Findings and connect Corporate Standards with actual operational practices.
• Customer Success & Call Center Collaboration.
• Work closely with Customer Success on Customer / Corporate / Agent.
• Requirements, Booking Changes, Capacity Constraints, Major Complaints, and Service Recovery.
• Maintain clear ownership principles: Customer Success = Customer & Booking Owner, while Airport Operations = Service Delivery Owner.
• Define the Working Process and Escalation Flow between the Call Center and Airport Operations for 24/7 Service.
• Ensure Team Leads can effectively coordinate with the Call Center and customers in After-hours or Real-time Operational Issues.
• Revenue, Capacity & Productivity Management.
• Support Revenue Achievement by increasing Service Capacity and the ability to accommodate Booking Demand.
• Monitor Capacity Fulfillment and Lost Revenue resulting from Capacity Constraints or Operational Limitations that can be managed.
• Analyze Butler Utilization, Trips/Passenger per Butler, Revenue per Butler/Man-hour, OT, and Manpower Cost to improve productivity.
• Increase Service Capacity without increasing Manpower at the same rate as Booking growth, while maintaining Service Quality Standards.
• Work closely with Commercial / Customer Success to align Capacity Planning with Demand and Business Growth.
• Data-driven Operations & Performance Management.
• Define and monitor an Operations Dashboard covering Demand, Capacity, Productivity, Service Delivery, Quality, Customer, and People.
• Monitor Booking/Passenger Volume, Peak-hour Demand, Butler Capacity, Capacity Utilization, OT, Manpower Productivity, Assignment Accuracy, On-time Performance, SLA Achievement, Complaint Rate, Service Errors, Customer Satisfaction, Audit Score, Attendance, and Competency.
• Analyze Trends and Root Causes from operational data to support manpower planning and operational improvements.
• Prepare Weekly / Monthly Performance Reviews and present Performance, Risks, and Improvement Plans to Management.
• Process, System & Continuous Improvement.
• Identify Manual Work, Duplicate Work, and Process Bottlenecks across the entire process from Booking.
• Planning.
• Assignment.
• Service Delivery.
• Quality.
• Work closely with System / Development Teams to develop Operational Tools, Dashboards, Workflows, Automation, and System Integration.
• Reduce Human Error and improve Assignment Accuracy.
• Drive improvements with Measurable Business Impact, such as increasing Capacity, reducing OT, reducing Service Errors, reducing Manual Steps, or improving Productivity.
• Support the scaling of Operations to accommodate future Business Growth.

ทักษะ:

Data Analysis, Recruitment, Automation, Labor law, Power BI

ประเภทงาน:

งานประจำ

• Recruitment & Workforce Planning Manage the recruitment process from manpower requests, candidate screening, interview coordination, and hiring process support. Assist in workforce planning to ensure the right people are in the right roles.
• Performance Management Support the performance management process, including KPI, competency, and core value evaluation. Coordinate probation reviews, promotion, salary adjustment, and annual bonus processes.
• Compensation, Benefits & Payroll Oversee payroll, compensation, employee benefits, s ...
• Employee Relations & Engagement Maintain good employee relations by providing HR advice, listening to employee concerns, and supporting proper issue resolution. Plan and coordinate employee activities and engagement surveys.
• Learning & Development / IDP Support employee development programs such as training, Individual Development Plans, and skill matrix implementation to enhance employee capabilities and support business growth.
• HR Policy, Compliance & HR Operation Prepare, update, and communicate HR policies, work rules, announcements, and HR procedures. Ensure HR operations, documents, and reports are accurate, systematic, and compliant with relevant regulations.
• HR Digitalization & Process Improvement: Improve HR work processes to reduce manual work, minimize errors, and increase efficiency. Apply digital tools such as Excel, HR systems, Power BI, or AI tools to support HR operations and data analysis.
• Bachelor's degree or higher in Human Resources, Business Administration, Psychology, Political Science, or related fields.
• At least 6-10 years of experience in HR.
• Experience in HR Generalist, HRBP, Recruitment, Performance Management, Payroll, or Employee Relations.
• Experience in a supervisory role, such as HR Supervisor or HR Assistant Manager, will be an advantage.
• Good knowledge of labor law, social security, HR documentation, and related compliance matters.
• Good command of Microsoft Excel. Experience with Power BI, HR systems, or automation tools will be an advantage.
• Strong communication, coordination, and advisory skills with managers and employees.
• Systematic thinking, analytical skills, and the ability to improve HR processes.
• High sense of ownership, responsibility, and ability to work well with cross-functional teams.
• Suitable Candidate Profile.
• Enjoys both HR system development and people-related work.
• Proactive, able to think, analyze, and propose practical improvements without waiting for instructions.
• Able to communicate appropriately with management, department heads, and employees.
• Understands business needs and sees HR as a key function that supports business results.
• Open to learning new tools and improving HR work processes through modern practices.
• Interested in working in a growing organization with opportunities to build and improve HR systems across multiple areas.

ประสบการณ์:

3 ปีขึ้นไป

ทักษะ:

Software Development

ประเภทงาน:

งานประจำ

• Own end-to-end project delivery including scope, timeline, budget, and quality.
• Develop project objectives, detailed plans, milestones, and success metrics with stakeholders.
• Align with product management and engineering teams to ensure technical feasibility and delivery readiness.
• Organize and coordinate internal resources and third parties/vendors for smooth execution.
• Facilitate Agile delivery practices and ensure teams follow agreed processes.
• Monitor project performance using appropriate tools and reporting methods.
• Manage changes in scope, schedule, and cost using proper change control and approval processes.
• Identify risks, dependencies, and blockers early, and drive mitigation plans to keep delivery on track.
• Prepare clear project status updates and present progress to management and client stakeholders.
• Build strong relationships with clients and stakeholders through structured and transparent communication.
• Maintain project documentation including plans, decisions, RAID logs, and delivery sign-offs.
• You.
• At least 3 years of experience working as a Project Manager in software or IT delivery sector.
• Significant experience in software development lifecycle and experience working with engineering teams.
• Solid experience managing client communication and stakeholder expectations.
• Strong organizational skills, attention to detail, and ability to manage multiple priorities.
• Strong written and verbal communication skills, able to present clearly to different audiences.
• Complete educational background, preferably in the fields of Computer Science, Engineering, Business, or a related field.
• Nice to Have.
• Agile/Scrum experience will be highly valued.
• Certifications such as PMP, Agile, or Scrum are a bonus.
• Experience in Financial services, FinTech, payments, or mobile technologies.
• Why you'll love it here.
• Work with other talented, ambitious international colleagues who love their craft.
• A modern and well-equipped work environment.
• Flexible working hours.
• A medical healthcare plan and annual health check-up.
• A friendly bunch of colleagues.
• What we believe in.
• We cultivate teamwork and a trust-based working culture.
• We celebrate diversity and continuous improvement.
• Giving our employees the opportunity and create for their own success.
• About Omise.
• Founded in 2013, 500 people.
• Headquartered in Japan, with operational headquarters in Bangkok and offices in Singapore, Indonesia, and Malaysia.
• Raised over $236M of funding to date from institutional investors including SCB10X, SPARX Group Co. Ltd., Toyota Financial Services Corporation, JIC Venture Growth Investments, MUFG Bank, Mars Growth Capital, Ascend Venture Group, and more.
• Won Digital Startup of the Year at Digital Thailand Big Bang 2017.
• Won Forbes Japan Startup of the Year 2018.
• Won 3 awards from International Business Magazine Award 2020.
• Most Innovative Electronic Payment Platform for Singapore.
• Most Innovative Seamless Transactions Provider for Singapore.
• Best Payment Solutions Provider in Singapore.
• Won Mizuho Innovation Award 2022 (Q2).
• Life at Omise.
• Nearly 500 employees work from our six office locations as well as remotely from home or co-working spaces. While we are a global company, a lot of our thinking goes into how to solve payment problems at the hyper-local level to help businesses scale and reach their customers.
• Our core values - simple, real, and beautiful serve as our North Star and are integrated into how we work and the results of our work.
• At Omise, we empower people to embrace project-ownership and take initiative. We love to see our employees act as the owner of the outcome and confidently provide solutions to each challenge, taking a collaborative teamwork approach. Our fellow employees are encouraged to discuss and share ideas, and are given the freedom to explore all areas of their work, in order to achieve the expected results.
• People at Omise are from different backgrounds and together, we contribute to creating an inclusive, friendly, and safe working environment. As a company, we embrace diversity and value open discussions, a learning mindset, professionalism, and respect. "Growing with us" means to celebrate the challenges and to always look for opportunities to learn, develop your skills, and move one step forward each day. If this is the work environment you are looking for, then get in touch with us.
• We look forward to hearing from you. Omise embraces diversity and nourishes an open and inclusive work environment. We are home to over 27 nationalities and all decisions to hire, promote or discharge are based on merit, competence, performance, and business needs.
• We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other applicable legally protected characteristics.
• Discover how Omise prioritizes and protects your privacy and data by clicking HERE to explore our Human Resources privacy policy before you embark on your journey with us.