HR Business Partner Manager

About the role

Serve as a strategic HR partner to business and functional leaders by translating business priorities into integrated people, organization and workforce solutions. The role supports workforce planning, organization design, talent and succession, compensation, performance management, employee relations and change initiatives while coordinating HR specialist teams both HRM and HRD.

Key Competencies

Business acumen; strategic thinking; broad HR knowledge; C&B and workforce analytics; ER judgment; problem solving; change leadership; executive communication; stakeholder management; coaching; confidentiality and professional judgment.

Key responsibilities

• Strategic HR Business Partnership: advise HODs and managers and translate business plans into workforce priorities.
• Workforce Planning and Organization Design: analyze HC, labor cost, capability gaps, retirement exposure and critical-position risks.
• Recruitment and Headcount Governance: Partner with HODs and hiring managers to review headcount requirements, validate recruitment needs and priorities, and manage the end-to-end recruitment process to ensure timely hiring aligned with the approved workforce plan, budget and organizational capability requirements.
• Talent and Succession Management: facilitate talent reviews, readiness assessments and development plans.
• Compensation, Performance and Career Governance: support salary review, promotion, special adjustment and internal equity analysis.
• Employee Relations and Compliance Governance: Act as the Compliance Officer, advise managers on employee relations, labor matters and compliance requirements, and coordinate complex cases with HRM and Legal.
• HR Analytics and Management Reporting: prepare dashboards, decision papers and business cases.
• HR Projects and Regional Coordination: lead cross-functional projects and represent HR&CA as assigned.

Qualifications

• Bachelor’s or master’s degree in HR, Organizational Psychology, Law or related discipline.
• Approximately 10 years or more of progressive HR experience.
• Broad experience across at least three major HR areas, preferably C&B, HRBP, workforce planning and M&A.
• Experience advising senior leaders and leading organization change.
• Strong Thai and English business communication and analytical skills.
• Multinational company experiences preferred.