Head of Human Resources Operations & Strategy

Job Purpose:

Reporting directly to the Human Resources Director, the Head of Human Resources Department acts as the operational lead and chief execution partner for the HR function. This role is responsible for translating organizational and people strategies defined by the HR Director into actionable HR roadmaps, overseeing end-to-end HR operations across the business and oversea sites, managing day-to-day HR team delivery, and ensuring full statutory compliance and labor stability.

Key Responsibilities :

1. Strategic Partnership & Operational Execution

• Strategic Alignment: Partner closely with the HR Director to translate long-term business goals and corporate HR strategies into actionable department goals, KPIs, and operational.

• HR Business Partnering: Act as the primary HRBP and Heads of Functions, resolving organizational issues, optimizing headcount, and providing solutions for workforce challenges.

• Workforce Planning & Budgeting: Co-develop annual manpower plans and personnel budgets under the direction of the HR Director; monitor actual labor costs, overtime expenses, and staffing productivity against operational targets.

2. Talent Acquisition & Employer Value Proposition

• Full-Cycle Recruitment: Oversee the execution of talent acquisition strategies for professional, technical/engineering, supervisory, and production line workforce.

• Pipeline & Employer Branding: Drive local employer branding initiatives, university relations, and sourcing channel development to build sustainable talent pipelines for business expansion and operational ramp-ups.

• Onboarding & Induction: Ensure a robust onboarding experience to accelerate time-to-productivity and reduce early turnover.

3. Talent Management, L&D, and Organizational Development

• Talent & Succession Pipelines: Implement the corporate talent assessment and succession planning framework guided by the HR Director, identifying high-potentials and closing capability gaps for critical operational roles.

• Learning & Capability Building: Oversee the training needs analysis (TNA) and execute annual training roadmaps, focusing on technical skills, supervisory leadership, safety readiness, and multi-skilling programs.

• Change Management: Facilitate operational transformation, process continuous improvements, and culture-building initiatives aligned with company values.

4. Performance Management

• Performance Governance: Facilitate the end-to-end annual and mid-year performance review processes; ensure department KPIs are cascaded, evaluated objectively, and calibrated accurately across all teams.

• Compensation & Benefits Administration: Supervise payroll operations, incentive schemes, statutory reporting, and benefits administration in alignment with corporate rewards frameworks set by the HR Director.

5. Employee & Labor Relations (ER/LR) and Workplace Culture

• Labor Harmony: Lead employee and labor relations, proactively handling employee grievances, disciplinary actions, and labor dispute mediation in accordance with fair labor practices.

• Engagement & Culture: Organize corporate employee engagement programs, welfare initiatives, and Welfare Committee meetings to maintain high employee morale and a positive employer-employee relationship.

• High-Performance Environment: Champion a safety-conscious, quality-first, and collaborative work culture across all production and office environments.

6. HR Governance, Compliance & Audit Readiness

• Policies & Standard Operating Procedures (SOPs): Maintain and enforce updated HR policies, work regulations, and SOPs in compliance with Thai Labor Laws and regulatory mandates.

• Department Leadership: Coach, mentor, and build functional capabilities across the HR department team to elevate overall service delivery.

Job Specifications & Candidate Qualifications

Education:

Bachelor’s or Master’s Degree in Human Resource Management, Psychology, Law, Business Administration, or related fields.

Experience:

• Minimum 10–12 years of progressive HR experience, with at least 4–5 years in a managerial role.

• Proven background in Retail Business, Trading or relate field (open to other industries).

Technical Competencies:

• In-depth knowledge of Thai Labor Protection Laws, labor relations, and Welfare Committee operations.

• Hands-on experience facing customer/third-party audits and compliance frameworks.

• Solid foundation in modern HR tools, HRIS, and performance management/KPI systems.

Leadership & Soft Skills:

• Strong leadership, stakeholder mediation, and dispute management abilities.

• Strategic mindset paired with strong operational/tactical execution capabilities.

• Professional maturity to represent the HR Director in operational forums.

Language Skills:

Fluent in Thai with strong working proficiency in English (both spoken and written for management presentations and cross-border reporting).