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Skills:

Human Resources Development

Job type:

Full-time

• 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.

Experience:

5 years required

Skills:

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

Job type:

Full-time

• 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.

Skills:

Architecture, Leadership Skill, Payroll, Thai

Job type:

Full-time

• 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!.

Experience:

3 years required

Skills:

Human Resources Development

Job type:

Full-time

• 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.

Experience:

1 year required

Skills:

Procurement

Job type:

Full-time

• 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.

Skills:

Architecture, Leadership Skill, Payroll, Thai

Job type:

Full-time

• 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!.

Skills:

Recruitment

Job type:

Full-time

• 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.

Experience:

8 years required

Skills:

Recruitment, Leadership Skill, ISO 9001, Payroll, 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.

Skills:

English, Thai

Job type:

Full-time

• 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.

Experience:

5 years required

Skills:

Recruitment, Budgeting, Payroll

Job type:

Full-time

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 ...

Skills:

Microsoft Office, Recruitment, Payroll

Job type:

Full-time

• Samut Prakan.
• Education.
• Bachelor's Degree.
• Salary.
• Negotiable.
• การสรรหาและว่าจ้าง (Recruitment & Hiring).
• วิเคราะห์ความต้องการฝึกอบรมของพนักงานในแต่ละแผนก.
• การจัดทำค่าจ้างและเงินเดือน (Payroll & Compensation).
• แรงงานสัมพันธ์ (Employee Relations).
• การสวัสดิการพนักงาน (Employee Welfare & Benefits).
• ปฏิบัติงานอื่น ๆ ที่ได้รับมอบหมาย.
• มีความรู้ความเข้าใจกฎหมายแรงงาน ประกันสังคม สรรพากร และกฎหมายอื่น ๆ ที่เกี่ยวข้อง.
• มีวิศัยทัศน์และความคิดสร้างสรรค์ในการบริหารจัดการทรัพยากรมนุษย์และงานธุรการ.
• มีทักษะความเป็นผู้นำ.
• กล้าแสดงความคิดเห็นและตัดสินใจ มีความคิดสร้างสรรค์.
• มีทักษะการสื่อสารที่มีประสิทธิภาพ.
• มีความชำนาญในการใช้โปรแกรม Microsoft Office และเครื่องมือ Analyst ข้อมูล.
• ปริญญาตรี/ปริญญาโท บริหารธุรกิจ สาขาวิชาบริหารจัดการทรัพยากรมนุษย์หรือสาขาการจัดการทั่วไป หรือสาขาอื่นที่เกี่ยวข้อง.
• ปฏิบัติงานอื่น ๆ ที่ได้รับมอบหมาย.
• Welfare and Benefits.
• Dental Expenses Reimbursement (beyond Social Security coverage).
• Uniform and Safety Equipment.
• Employee Shuttle Service.
• Bonus and Annual Salary Review.
• Head office.
• 150 Moo 6, Bang Bo, Samut Prakan 10560,Thailand.
• [email protected].
• Quick Links.
• Popular Links.

Skills:

Power BI

Job type:

Full-time

• 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.

Experience:

1 year required

Skills:

Human Resources Development

Job type:

Full-time

• 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).

Skills:

Employer Branding, Branding, Payroll, English

Job type:

Full-time

• Develop and execute group-wide HR strategies, workforce plans, manpower budgets, and organization structures.
• Lead full-cycle recruitment, selection, hiring, onboarding, employer branding, and employee retention initiatives.
• Oversee compensation, benefits, payroll coordination, performance management, salary reviews, and annual bonus processes.
• Manage HRMS/HRIS, employee data governance, HR analytics, dashboards, and digital HR workflows.
• Develop and maintain HR policies, procedures, job descriptions, job evaluation, job grading, and salary structures.
• Drive learning and development, talent management, succession planning, career paths, and individual development plans.
• Manage employee relations, disciplinary processes, grievance handling, investigations, and HR communications.
• Ensure compliance with labor laws, PDPA requirements, company policies, audit standards, and corporate governance.
• Oversee HR operations, shared services, office administration, vendors, contracts, facilities, and related budgets.
• Lead and develop HR teams while providing professional HR advice to senior management and business units.
• QualificationsBachelor s degree or higher in Human Resources, Business Administration, Political Science, Psychology, Organization Management, Law, or a related field. A relevant master s degree is an advantage.
• At least 8-10 years of experience in HRM or full-function HR, including a minimum of 3 years in a supervisory or managerial role..
• Proven experience supporting multiple business units, corporate offices, and operational or manufacturing sites.
• Strong knowledge of workforce planning, recruitment, compensation and benefits, performance management, employee relations, labor law, and HR compliance.
• Experience with HRMS/HRIS, HR analytics, dashboards, and employee data governance.
• Proficiency in Microsoft 365, Excel, PowerPoint, and preferably Power BI or related analytical tools.
• Good command of English for business communication, coordination, presentations, and documentation.

Experience:

7 years required

Skills:

Recruitment

Job type:

Full-time

• People Strategy & Organizational Development.
• Lead and drive the company's overall people strategy in alignment with business goals and organizational growth.
• Partner with the CEO, management, and business leaders to identify organizational and people priorities.
• Develop and improve organizational structures, people processes, policies, and workforce planning to support business needs.
• Provide HR insights and recommendations to management to support people-related decision-making.
• Identify organizational gaps and lead initiatives to improve organizational effectiveness, employee capability, and ways of working.
• Talent Acquisition & Workforce Planning.
• Own the overall talent acquisition strategy and workforce planning to support current and future business growth.
• Lead the end-to-end recruitment function and ensure hiring plans are aligned with business priorities.
• Partner with hiring managers to define hiring needs, profiles, recruitment strategies, and selection criteria.
• Build and maintain strong talent pipelines and continuously improve sourcing strategies and candidate experience.
• Manage recruitment agencies, external partners, and recruitment channels.
• Monitor recruitment performance, hiring quality, and key recruitment metrics, and take actions to improve results.
• Strengthen employer branding and the company's ability to attract and retain high-quality talent.
• Performance & Talent Management.
• Own and drive the company's performance management framework, including probation, regular evaluations, OKRs, KPIs, and competency development.
• Partner with managers to ensure effective goal setting, performance reviews, feedback, and performance improvement.
• Identify high-potential employees and key talent, and develop appropriate growth and development plans.
• Lead performance improvement initiatives and provide coaching and guidance to managers on people-related matters.
• Support career development, succession planning, and internal mobility as the organization grows.
• Learning & Organizational Capability.
• Define the organization's learning and development strategy based on business and capability needs.
• Identify organizational skill gaps and prioritize development programs accordingly.
• Lead the design and implementation of onboarding, training, leadership development, and role-specific learning programs.
• Build employees' understanding of the company's business, Mission, Vision, values, and healthcare industry.
• Evaluate learning effectiveness and continuously improve development programs.
• Build a culture of continuous learning and knowledge sharing across the organization.
• Employee Engagement & Company Culture.
• Own initiatives that strengthen company culture, values, employee engagement, and overall employee experience.
• Translate the company's values and Company DNA into practical people practices and employee experiences.
• Lead employee engagement initiatives, including town halls, team-building activities, knowledge sharing, and company events.
• Establish effective channels for employee communication, feedback, and HR consultation.
• Identify employee engagement and culture-related issues and work with management to develop appropriate solutions.
• Build a positive, inclusive, and high-performance working environment.
• HR Operations, Policies & Employee Experience.
• Oversee core HR operations, including compensation and benefits, HR policies, HRIS, employee records, and employee lifecycle processes.
• Ensure HR policies and practices are compliant with Thai labor laws and aligned with company values and business requirements.
• Review and continuously improve HR processes to ensure efficiency, scalability, and a positive employee experience.
• Establish appropriate HR policies, guidelines, and processes as the organization grows.
• Provide HR advisory and coaching to managers and employees on people-related matters.
• HR Leadership & Team Management.
• Lead, coach, and develop the People & Culture team to deliver high-quality HR services and strategic people initiatives.
• Set team priorities, goals, and performance expectations in line with business needs.
• Establish clear ownership and accountability across HR functions.
• Build a proactive and business-oriented HR team that can operate effectively in a fast-changing environment.
• Manage external HR partners, consultants, recruitment agencies, and other people-related vendors where appropriate.
• Bachelor's degree or higher in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
• 5-7+ years of progressive experience in Human Resources, People & Culture, HRBP, Talent Acquisition, or a related field, with experience in a managerial or leadership capacity.
• Proven experience in developing and executing people strategies aligned with business objectives and organizational growth.
• Strong experience across key HR functions, including Talent Acquisition, Performance Management, Employee Development, Employee Engagement, Compensation & Benefits, and HR Operations.
• Proven ability to build, improve, and scale HR processes, policies, and people practices in a growing organization.
• Strong experience partnering with senior management and business leaders to provide HR insights, recommendations, and people solutions.
• Experience leading workforce planning, organizational development, talent management, and performance management initiatives.
• Experience leading, coaching, and developing an HR, People & Culture, or Recruitment team.
• Strong understanding of Thai labor laws, HR compliance, and employment practices.
• Strong leadership, stakeholder management, coaching, and communication skills, with the ability to influence and collaborate across all levels of the organization.
• Strong business acumen with the ability to understand business needs and translate them into practical people strategies and initiatives.
• Strategic thinker with a hands-on approach and strong ownership, able to move between strategy, decision-making, and execution.
• Strong problem-solving, decision-making, organizational, and project management skills.
• Comfortable working in a fast-paced, dynamic, and changing environment, with the ability to manage multiple priorities.
• Professional working proficiency in Thai and English.
• Nice to Have.
• Experience working in a startup, technology, healthcare, or fast-growing organization.
• Experience building a People & Culture function or HR framework from the ground up.
• Experience managing organizational change, culture transformation, or company-wide people initiatives.
• Experience with HRIS, ATS, people analytics, and HR reporting.
• Experience developing employer branding and talent attraction strategies.
• Experience recruiting for technical, product, data, healthcare, or other specialized roles.

Skills:

Project Management, Employer Branding, Microsoft Office, Data Analysis, Recruitment

Job type:

Full-time

• Talent Acquisition and Employer Branding.
• Lead and manage end-to-end recruitment processes to ensure timely and quality hiring.
• Partner with line managers or HRBP to understand manpower needs, hiring priorities, and candidate requirements.
• Oversee sourcing, screening, interview coordination, candidate assessment, and selection processes.
• Strengthening employer branding initiatives to enhance the company's attractiveness in the talent market.
• Drive candidate experience improvement throughout the recruitment journey.
• Monitor recruitment efficiency, hiring quality, and time-to-fill performance.
• Ensure recruitment practices are aligned with company standards, diversity principles, and business needs.
• Learning and Development.
• Develop and implement annual learning and development plans aligned with business and capability needs.
• Design and coordinate training programs, workshops, and development initiatives for employees at all levels.
• Lead leadership development programs, managerial capability building, and succession-related development initiatives.
• Identify capability gaps and propose appropriate development solutions.
• Monitor training effectiveness and evaluate learning outcomes.
• Promote a learning culture and support continuous employee development.
• Talent Management and Succession Planning.
• Drive talent management processes, including talent review, succession planning, and high-potential development.
• Work with management to identify critical positions, key talent, and succession pipelines.
• Support internal mobility, career development, and talent retention initiatives.
• Develop frameworks and tools to strengthen talent identification and employee growth.
• Provide talent insights and recommendations to support organizational sustainability.
• Employee Engagement and Employee Experience.
• Design and lead employee engagement strategies, action plans, and programs to improve motivation and workplace satisfaction.
• Manage employee engagement surveys, analyze results, and coordinate follow-up actions with management teams.
• Develop employee recognition programs and activities that strengthen morale and reinforce desired behaviors.
• Support employee well-being initiatives and broader employee experience improvement programs.
• Enhance onboarding and employee journey experiences to improve retention and engagement.
• Employee Communication.
• Lead internal communication initiatives related to HR programs, employee activities, and organizational updates.
• Ensure clear, timely, and consistent communication to employees across different functions and levels.
• Prepare and manage communication materials related to engagement, talent, learning, and HR initiatives.
• Support leadership communication where needed to reinforce people priorities and cultural messages.
• Culture and Change Management.
• Drive programs that strengthen company culture, values, and employee connection.
• Support management initiatives related to business transformation, organization change, and HR projects.
• Design and implement culture-building activities that promote collaboration, accountability, and employee commitment.
• Partner with leaders to improve adoption of organizational and cultural initiatives.
• Diversity, Equity, Inclusion, and Well-being.
• Support DEI and employee well-being initiatives aligned with company values and people strategy.
• Promote inclusive workplace practices and employee programs that support belonging and respect.
• Help integrate DEI and well-being considerations into talent and engagement initiatives.
• Leadership Partnership and Stakeholder Management.
• Partner with business leaders and people managers to understand talent and engagement priorities.
• Provide advice and recommendations on employee development, engagement, communication, and team effectiveness.
• Collaborate closely with HR Operation and HRBP/OD teams to ensure integrated people solutions.
• Support leadership teams in implementing HR programs and people initiatives effectively.
• HR Projects, Metrics, and Reporting.
• Develop and monitor KPIs related to recruitment, learning, engagement, talent, and employee experience.
• Analyze people data and trends to identify opportunities and risks.
• Prepare reports, dashboards, and management updates related to talent and engagement initiatives.
• Lead or support HR projects related to people development, culture, and employee engagement.
• Ensure proper documentation and continuous improvement of talent and engagement processes.
• People Management.
• Lead, coach, and develop team members within the Talent & Employee Engagement function.
• Set objectives, monitor performance, and ensure effective workload allocation within the team.
• Build team capability and encourage collaboration across the HR function and the wider business.
• Key Interfaces.
• HR & Admin Director / Regional Learning & Development Team.
• Business leaders and line managers.
• HR Operation team, HRBP & OD team.
• Employees across all functions.
• External training providers, recruitment partners, and service vendors.
• Minimum Master's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
• Professional certification in HR, talent management, learning and development, coaching, change management, or project management is an advantage.
• Strong professional foundation across talent acquisition, learning and development, talent management, employee engagement, employee experience, internal communication, and culture-related HR initiatives.
• Good command of English and Thai, with the ability to communicate professionally with management, employees, and external partners.
• Proficiency in Microsoft Office, especially PowerPoint and Excel; familiarity with HR systems, recruitment platforms, learning platforms, survey tools, or people analytics tools is an advantage.
• Ability to effectively use AI tools to improve HR productivity, communication quality, data analysis, reporting, content creation, and process efficiency, while ensuring responsible and ethical use of information.
• Exposure to a multinational, manufacturing, or matrix organization is preferred.
• Experience.
• Minimum 7-10 years of progressive HR experience, including solid exposure to talent acquisition, learning and development, talent management, succession planning, employee engagement, and employee experience.
• Proven experience designing, implementing, and improving HR programs, people initiatives, leadership development activities, and employee engagement action plans.
• Hands-on experience managing end-to-end recruitment, employer branding activities, candidate experience improvement, and recruitment performance tracking.
• Experience facilitating talent review, succession planning, capability gap analysis, or career development discussions with management teams.
• Experience using employee survey results, HR metrics, and people data to identify risks, develop insights, and recommend practical improvement actions.
• Experience preparing HR reports, management updates, presentation materials, and internal communication content for employees and leaders.
• Experience working with senior leaders, line managers, HR colleagues, and external vendors in a dynamic cross-functional environment.
• Knowledge and Skills.
• Talent acquisition, workforce planning support, employer branding, selection process, and candidate experience.
• Learning needs analysis, training planning, leadership development, capability building, and learning evaluation.
• Talent management, talent review, succession planning, career development, and key talent retention.
• Employee engagement, employee experience, recognition, onboarding, well-being, culture, and change management.
• Project management, HR data analysis, reporting, dashboard preparation, presentation, and internal communication.
• HR systems, recruitment platforms, learning platforms, survey tools, people analytics tools, Microsoft Office, and AI tools.
• Employment practices, compliance, confidentiality, and responsible handling of employee information.
• Competencies.
• Strategic thinking and business orientation.
• Talent development mindset and employee-centered approach.
• Stakeholder partnership, influencing, and collaboration.
• Leadership, coaching, and team development orientation.
• Ownership, accountability, prioritization, and follow-through.
• Change agility and continuous improvement mindset, including openness to digital and AI-enabled ways of working.
• Integrity, confidentiality, fairness, and sound judgment.
• Key Performance Indicators.
• Time-to-fill and quality of hire.
• Recruitment process efficiency.
• Training completion and effectiveness.
• Leadership development progress.
• Talent review and succession readiness.
• Employee engagement score and action plan completion.
• Retention of key talent.
• Internal mobility and career development progress.
• Employee communication effectiveness.
• Delivery of culture and engagement initiatives.
• Success Profile.
• A successful Talent & Employee Engagement Manager is someone who can translate business and people needs into practical talent and engagement solutions, build a strong employee experience, strengthen organizational culture, and ensure the company attracts, develops, and retains the right talent for sustainable growth.
• We offer competitive salaries, aligned with local market benchmarks and the specific scope and responsibilities of each role. Compensation is determined based skills relevant to the position, education and/or training. We are committed to fair and equitable pay practices in accordance with applicable laws and regulations.

Skills:

Product Development, Negotiation, Accounting, Telesales

Job type:

Full-time

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• Frontline Sales (Telesales).
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• Product Development.
• Data Science / Digital Analytic.
• Network Engineering.
• Information Technology.
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• Specialist, Pricing & Commercial Enablement.
• 22/07/2026.
• We are looking for an experienced.
• Pricing Manager.
• for our pricing strategy and execution. The primary purpose of this role is to develop, implement, and optimize pricing models that maximize profitability and market competitiveness. The.
• Pricing Manager.
• will collaborate closely with senior management, product teams, and sales departments to ensure alignment with overall business objectives. This role requires a deep understanding of market dynamics, strong analytical skills, and the ability to leverage data-driven insights to make strategic pricing decisions. The ideal candidate will be a strategic thinker with a proven track record of driving revenue growth through effective pricing strategies.
• Job Responsibilities.
• Developing and implementing pricing strategies that enhance profitability for large & medium size enterprise.
• Collaborate closely with cross-functional teams, including Sales, Marketing, Finance, and Product Management, to define pricing models, structures, and discounting strategies that drive revenue growth and profitability.
• Analysing price change requests from the sales team by evaluating margin impact, potential incremental volume, and competitor price levels.
• Lead pricing negotiations and contract discussions with key enterprise customers, balancing customer value, market dynamics, and company goals.
• Develop pricing guidelines and policies, ensuring compliance with legal, compliance and regulatory requirements.
• Bachelor's degree in Business, Finance, Economics, or a related field. MBA or other advanced degree is a plus.
• Proven experience in pricing strategy and execution, preferably in the telecommunications or technology industry.
• Strong analytical skills with the ability to analyze complex data, market trends, and financial metrics to drive pricing decisions.
• Excellent understanding of enterprise sales cycles and customer dynamics in the telecommunications sector.
• Demonstrated leadership abilities with experience in managing teams and driving cross-functional collaboration.
• Exceptional communication and negotiation skills, with the ability to present complex pricing concepts to both internal stakeholders and external clients.
• Results-oriented mindset with a focus on driving revenue growth and profitability.
• Familiarity with pricing tools, software, and methodologies is desirable.
• TRUE CORPORATION.

Skills:

Quality Assurance, Recruitment, Automation, Payroll, YouTube

Job type:

Full-time

• Agoda's front door for People support - supported by specialist service teams such as.
• People Relations Services. Together, these teams play a critical role in how employees and managers experience the People function day to day: through clear guidance, responsive support, effective issue resolution, and trusted handling of sensitive people matters.
• Opportunity.
• We are looking for an.
• Associate Director, Head of People Services & Help Desk.
• to lead Agoda's employee-facing People service delivery model across.
• People Help Desk / Tier 1 support.
• Tier 0 / self-service foundations., and.
• Global People Relations Services.
• This is a key leadership role within People Experience and Services, responsible for shaping how employees and managers access support across a wide range of People topics - from day-to-day HR questions and lifecycle support to more complex and sensitive employee matters requiring specialist intervention.
• People Help Desk / Tier 1 services.
• Tier 0 / self-service and knowledge foundations.
• Global People Relations Services., including case governance and specialist support for complex employee relations matters.
• You will own the effectiveness of Agoda's People support model from the employee and manager perspective, ensuring it is clear, trusted, scalable, and increasingly insight-driven. This includes strengthening service standards, improving routing and handoffs across teams, enabling greater self-service, and ensuring sensitive employee matters are handled with appropriate quality, consistency, and governance.
• This role is ideal for a leader who combines strong service delivery and operational leadership with sound judgment, systems thinking, and the ability to build a modern, scalable People support model in a global, fast-moving organization.
• This position is based in.
• Bangkok. Agoda provides relocation support for successful candidates who are not currently located in Bangkok. Please note that we are.
• not open to remote work.
• or the possibility of being based in other locations.
• Lead Agoda's People Services front door and employee support model.
• Lead Agoda's employee-facing People Services model across.
• Tier 1 Help Desk support.
• Tier 0 self-service., and the interface into specialist support teams.
• Define and evolve how employees and managers access support across People topics, ensuring a clear, seamless, and trusted experience.
• Establish strong service principles, operating rhythms, and leadership across the teams responsible for day-to-day People support and complex employee issue resolution.
• Ensure Agoda's People support model scales effectively with organizational growth, complexity, and global reach.
• Lead the People Services & Help Desk team.
• Lead, manage, and develop the.
• People Services & Help Desk.
• team to deliver high-quality, consistent, and empathetic Tier 1 support across core HR topics such as policies, processes, employee data, benefits, onboarding, leaves, mobility, and general employee lifecycle support.
• Set service standards, KPIs, quality expectations, and operating controls to ensure timely, accurate, and compliant case handling.
• Build a strong service culture with clear accountability for employee experience, right-first-time resolution, responsiveness, and professionalism.
• Oversee workforce planning, capacity management, and prioritization across service demand, seasonal peaks, and new People initiatives.
• Lead Global People Relations Services.
• Lead the.
• Global People Relations Services.
• team, ensuring high-quality and well-governed support across complex employee matters such as performance concerns, misconduct, grievances, investigations, disciplinary actions, involuntary exits, and employee matters arising from organizational change.
• Ensure clear service ownership, escalation pathways, and governance across People Relations case handling.
• Partner closely with HR Business Partners, Legal, Compliance, and other relevant stakeholders to ensure people relations matters are handled fairly, consistently, pragmatically, and in line with internal policies and local legal requirements.
• Drive high standards in case management, documentation, risk identification, and decision quality across the People Relations team.
• Use case trends and themes to inform improvements in manager guidance, policy design, service processes, and broader practices.
• Own the operating interfaces across Tier 1, People Relations, and specialist teams.
• Serve as the senior operational owner for how work flows between.
• Help Desk / Tier 1.
• People Relations Services., and other Tier 2 / specialist teams across the People organization.
• Define and continuously improve routing logic, escalation models, intake criteria, handoffs, service ownership, and resolution pathways.
• Ensure employees and managers experience a joined-up service model even when multiple People teams are involved.
• Clarify roles and interfaces across Help Desk, People Relations, Payroll, Rewards, Mobility, People Partners, CoEs, and other specialist teams.
• Build Tier 0 / self-service and knowledge management foundations.
• Develop and execute Agoda's roadmap for.
• Tier 0 / self-service., moving the organization toward more proactive, intuitive, and self-directed resolution of common People queries.
• Own and strengthen the People knowledge ecosystem, including FAQs, help content, decision trees, agent guidance, and employee-facing support materials.
• Partner with policy owners and People SMEs to simplify complex topics into clear, scalable, and user-friendly content.
• Drive case deflection, knowledge reuse, content governance, and self-service adoption through disciplined measurement and continuous improvement.
• Enable digital, conversational, and AI-supported service delivery.
• Partner with Product, Tech, Systems, and Data teams to improve People support platforms, workflows, and user journeys across self-service and case management.
• Identify and help shape practical use cases for conversational and agentic AI within People Services, ensuring they enhance employee experience and complement human support.
• Provide leadership input into the design, testing, rollout, and continuous refinement of AI-enabled and digital service solutions.
• Ensure appropriate controls, privacy, escalation paths, and trust mechanisms are in place for all digital and AI-supported support channels.
• Drive operational excellence and continuous improvement.
• Monitor and improve key service performance metrics across Help Desk and People Relations Services, such as case volume, first contact resolution, time to resolution, service quality, customer satisfaction, escalation rates, re-open rates, and self-service deflection.
• Lead ongoing improvements in workflows, playbooks, standard responses, training, quality assurance, and reporting.
• Partner with People Service Excellence and other stakeholders to simplify processes, remove friction, and improve end-to-end employee and manager experiences.
• Ensure effective controls, compliance, documentation standards, and data privacy practices are embedded across service operations.
• Lead through insight, stakeholder partnership, and change.
• Act as the senior People Services contact for service performance, priorities, risks, and transformation opportunities.
• Provide regular insight and reporting to People leaders on service trends, root causes, organizational pain points, and improvement opportunities.
• Partner with Communications and relevant People teams to coordinate messaging around policy changes, process updates, and new tools or services.
• Support broader People transformation by bringing an employee-service lens to operating model design, simplification, and capability building across the function.
• What you'll need to succeed.
• Bachelor's degree in business, Human Resources, Operations, Law, Psychology, or a related field; advanced degree is a plus.
• Typically,.
• 10+ years.
• of relevant experience across HR shared services, employee services, People operations, employee relations, HRBP, service delivery, or related functions, including significant leadership experience.
• Demonstrated experience leading managers and/or multiple service teams in a complex, matrixed, and fast-paced environment.
• Strong experience running a service or support function with clear accountability for quality, responsiveness, service design, and stakeholder experience.
• Strong understanding of multi-tier service delivery models, including Tier 0 / self-service, Tier 1 support, and specialist / Tier 2 case management.
• Meaningful exposure to employee relations or complex people issue resolution, with sound judgment on sensitive matters and a strong appreciation for governance, risk, and consistency.
• Strong skills in service design, operating model improvement, process improvement, and cross-functional workflow design.
• Experience with HR technology platforms and service tools such as HRIS, case management systems, knowledge bases, and digital support tools.
• Demonstrated ability to use data and analytics to monitor performance, identify themes and root causes, and drive prioritization and decision-making.
• Excellent stakeholder management and communication skills, with the ability to build trust and influence across leaders, specialist teams, and cross-functional partners.
• Strong people leadership capability, including coaching leaders and managers, building team capability, and creating a high-performance, service-oriented culture.
• Comfort operating in a global, evolving, and ambiguous environment, with a strong bias for execution, improvement, and scale.
• It's great if you also have.
• Experience in a global or regional.
• HR shared services / People services.
• environment.
• Experience leading both broad employee support teams and specialist employee relations or case management teams.
• Experience in knowledge management, service content strategy, and self-service adoption.
• Hands-on exposure to conversational AI, chatbots, virtual assistants, or workflow automation in HR or customer support environments.
• Experience improving employee experience through service redesign, process simplification, or digital product thinking.
• Experience in a high-growth tech, internet, or digital business.
• Familiarity with global organizations operating across multiple countries, cultures, and regulatory environments.
• Why this role matters.
• This role is a unique opportunity to shape how Agoda employees and managers experience People support at scale. From everyday HR queries to more complex and sensitive employee matters, the teams in this scope play an important role in making sure our people feel supported, informed, and able to navigate key moments in their Agoda journey with confidence.
• As.
• Associate Director, Head of People Services & Help Desk., you will help build a more connected, scalable, and future-ready support model, improving service quality, strengthening self-service, and ensuring complex cases are handled with care and consistency. Your work will directly influence employee experience, manager effectiveness, and how the People function continues to evolve as Agoda grows globally.
• PeopleServices.
• Please review our Hiring Process Guidelines before your interview - click.
• here.
• to learn how interviewing at Agoda works.
• Discover more about working at Agoda.
• Agoda Careers.
• https://careersatagoda.com.
• Facebook.
• https://www.facebook.com/agodacareers/.
• LinkedIn.
• https://www.linkedin.com/company/agoda.
• YouTube.
• https://www.youtube.com/agodalife.
• Equal Opportunity Employer.
• At Agoda, we pride ourselves on being a company represented by people of all different backgrounds and orientations. We prioritize attracting diverse talent and cultivating an inclusive environment that encourages collaboration and innovation. Employment at Agoda is based solely on a person's merit and qualifications. We are committed to providing equal employment opportunity regardless of sex, age, race, color, national origin, religion, marital status, pregnancy, sexual orientation, gender identity, disability, citizenship, veteran or military status, and other legally protected characteristics.
• We will keep your application on file so that we can consider you for future vacancies and you can always ask to have your details removed from the file. For more details please read our privacy policy.
• Disclaimer.
• We do not accept any terms or conditions, nor do we recognize any agency's representation of a candidate, from unsolicited third-party or agency submissions. If we receive unsolicited or speculative CVs, we reserve the right to contact and hire the candidate directly without any obligation to pay a recruitment fee.

Experience:

7 years required

Skills:

Project Management, Recruitment, Power point, Data Entry, Leadership Skill

Job type:

Full-time

• Collaborates with senior leadership to develop proactive workforce plans, aligning Celestica's talent acquisition strategy with its long-term growth objectives and anticipating future skill requirements.
• Designs and implements recruitment strategies to attract and secure top-tier talent across all levels and functions, ensuring a competitive advantage in the talent market.
• Employs advanced behavioral-based interviewing and assessment methodologies to ident ...
• Develops and facilitates training programs to equip hiring managers with the skills and knowledge to make informed, data-driven hiring decisions that promote employee retention and success.
• Cultivates and leverages strategic partnerships with universities, top-tier recruitment agencies, and key community organizations to build robust talent pipelines and strengthen Celestica's employer brand in the marketplace.
• Continuously monitors key recruiting metrics and leverages data analytics to identify trends, areas for improvement, and proactively implement strategies to streamline processes, elevate the candidate experience, and drive overall recruiting effectiveness.
• Partners closely with hiring managers to conduct needs assessments, providing guidance on talent acquisition best practices and developing targeted recruitment plans to meet specific business needs.
• Continuous improvement proposals and process innovation mindset.
• Knowledge/Skills/Competencies.
• Sound knowledge of government legislation impacting the practice of human resources management.
• Sound knowledge of the company HR policies and practices, particularly the global and regional staffing policies.
• Ability to consult with a wide variety of internal customers and provide an end-to-end resourcing service.
• Ability to develop appropriate staffing strategies for a variety of needs including recruitment projects for a whole unit or division, as well as assisting individual managers with open positions up to and including Manager levels.
• Ability to conduct thorough behavioral interviews up to and including Manager levels.
• Ability to project manage and time manage effectively to ensure timely closure of open positions.
• Ability to manage sensitive employee information in a confidential manner.
• Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint, Microsoft Project, and Visio and Applicant Tracking software.
• Intermediate level of proficiency in most of the Personal Attributes and Interpersonal Competencies, as well as intermediate proficiency in two Business Competencies, Project Management and Organizational Awareness (refer to the Celestica Competency Framework).
• Physical Demands.
• Duties of this position are performed in a normal office environment.
• Duties may require extended periods of sitting and sustained visual concentration on a computer monitor or on numbers and other detailed data.
• Repetitive manual movements (e.g., data entry, using a computer mouse, using a calculator, etc.) are frequently required.
• Occasional travel may be required.
• Typical Experience.
• 4-7 years of recruiting or relative experience required.
• Typical.
• Education.
• Bachelor's degree in a related field, or consideration of an equivalent combination of education and experience.
• Educational requirements may vary by geography.
• Notes.
• This job description is not intended to be an exhaustive list of all duties and responsibilities of the position. Employees are held accountable for all duties of the job. Job duties and the % of time identified for any function are subject to change at any time.
• Celestica is an equal opportunity employer. All qualified applicants will receive consideration for employment and will not be discriminated against on any protected status (including race, religion, national origin, gender, sexual orientation, age, marital status, veteran or disability status or other characteristics protected by law).
• At Celestica we are committed to fostering an inclusive, accessible environment, where all employees and customers feel valued, respected and supported. Special arrangements can be made for candidates who need it throughout the hiring process. Please indicate your needs and we will work with you to meet them.
• Celestica, Inc. (NYSE: CLS; TSX: CLS) is a technology leader dedicated to driving customer success and market advancements. With deep expertise in design, engineering, manufacturing, supply chain, and platform solutions, Celestica enables critical data center infrastructure for AI, cloud, and hybrid cloud and advances technologies in high-growth markets. With a talented team and a strategic global network, Celestica helps its customers achieve competitive advantages.
• ATS: This segment serves customers in complex, regulated and high-reliability markets such as Industrial & Smart Energy, Aerospace & Defense, Semiconductor Capital Equipment, and HealthTech. It is engineering led, with deep expertise in design, manufacturing and lifecycle solutions.
• CCS: This segment focuses on high-performance technology solutions and services for the data center, serving hyperscalers, digital native customers and enterprises. Celestica's Platform Solutions offering provides innovative and customizable computing, storage and networking solutions enabling AI-driven growth.
• Built on a legacy of trust and performance, Celestica has earned its reputation by delivering results in complex and fast-changing markets. Celestica exceeds customer expectations by identifying trends and staying ahead of the curve. Backed by comprehensive capabilities and a global network across North America, Europe and Asia, Celestica helps customers gain competitive advantage with the quality, flexibility and resiliency they need to respond quickly to shifts in demand. Guided by a bold vision to accelerate market advancements, Celestica delivers innovative solutions and technologies that turn complexity into opportunity. Anchored in teamwork and commitment, Celestica strives to be the most trusted partner to its customers and colleagues worldwide.
• Celestica would like to thank all applicants, however, only qualified applicants will be contacted.
• Celestica does not accept unsolicited resumes from recruitment agencies or fee based recruitment services.

Skills:

Business Development, Project Management, Vietnamese, English

Job type:

Full-time

• Anti-Trust and Competition.
• Aviation and Logistics.
• Banking and Finance.
• Compliance and Investigations.
• Corporate, Mergers and Acquisitions.
• Dispute Resolution.
• Employment.
• Energy, Natural Resources and Infrastructure.
• Investment Funds.
• Real Estate and Hospitality.
• Restructuring.
• Tax and Transfer Pricing.
• Technology, Media and Telecoms.
• Due to the expansion of its transfer pricing practice - we are seeking an experienced transfer pricing manager / senior manager to assist in developing a regional transfer pricing team. This is a unique opportunity for the right candidate to work with some of the leading companies in the region and gain broader experience in a regional role across Asia. The successful candidate will work with regional Tax Partner and the regional tax team in advising clients across multiple jurisdictions. For the right candidate, we can discuss the location of the role in Ho Chi Minh City, Bangkok, Phnom Penh or Singapore.
• The applicant should be an experienced transfer pricing professional who has a passion for international tax and a willingness to build and grow our transfer pricing practice. The applicant needs to be highly motivated, able to confidently interact with clients, deliver work of a consistently high standard, and manage a team and engagement economics effectively.
• The successful candidate will have the opportunity to work in a multi-cultural environment with truly excellent career development and personal growth opportunities.
• Reports to: Head of Regional Tax Practice and Tax Partner.
• Key external relationships: DFDL Clients, potential clients, Ministries, Chamber of Commerce, Business Associations, etc.
• Key internal relationships: Partners, Directors, Senior Managers, Managers and other staff.
• Salary range: Competitive, commensurate with qualifications and experience.
• Position type: Full Time - Regular.
• Applicants eligible: Any qualified candidate.
• Working hours: Monday to Friday.
• Location: TBD at either Ho Chi Minh City, Bangkok, Phnom Penh or Singapore.
• Provide advice exclusively on behalf of the Firm and to clients of the Firm;.
• Work as part of an experienced international team on transfer pricing projects for companies in the greater Mekong and Asia Pacific regions;.
• Direct responsibilities for all aspects of basic transfer pricing engagements including, scoping, fact gathering, functional interviews, economic analysis and report drafting;.
• Assist Partners and Directors in delivery of cross-border transfer pricing planning projects, and projects involving complex tax efficient supply chain design and modeling.
• A significant part of this role will involve the ability to attend meetings with senior DFDL employees and discuss and sell our transfer pricing services to potential clients;.
• Participate actively in the Firm's business development efforts, including government relations, various chambers of commerce, business clubs, and other relevant groups; and.
• Participate in knowledge management, professional development, and Firm administrative activities as requested.
• Minimum 5-8 years' transfer pricing experience in Big 4 or boutique transfer pricing firm;.
• Experience with project management, functional analysis and benchmarking studies;.
• Motivation to work as part of a regional team to grow the Tax Practice;.
• Excellence in both written and verbal communication in English;.
• Fluency in Vietnamese is a plus point;.
• Exposure to business development, client presentations, etc.;.
• Proactive and a passion for the tax area is a must; and.
• Experience in managing and enhancing client relationships.
• Applications should include a curriculum vitae or resume, accompanied by a covering letter outlining the candidate's interest in and suitability for the position. Please note that this position is open until filled.
• All applications and expression of interest will be treated confidentially, being reviewed only by DFDL Senior Management and Human Resources team members.
• Applications will be reviewed and processed on a rolling basis and only shortlisted candidates will be contacted.