Human Resources Executive

Location: BTS Phloen Chit, Bangkok
Work Arrangement: Hybrid
Employment: Full-time
Reports to: Chief Executive Officer
Site Visits: Visits to stores and operating locations as required

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Build the team that builds the business.

Morning and Saijai are growing retail and vending businesses. We operate across multiple locations and have ambitious plans to expand.

But we are not going to pretend that everything is running perfectly.

We face real operational and people challenges. Frontline employee turnover creates recurring vacancies. Recruitment can be reactive. Managers need stronger support with hiring, onboarding, employee development, and performance management. Some HR processes are still manual, inconsistent, or not yet established.

As we grow, these problems will become more expensive and more difficult to manage unless we build better systems.

That is why we are hiring.

We are looking for someone who enjoys solving difficult people problems, takes ownership without constant supervision, and is motivated by the opportunity to build something better.

This is not a position where you simply maintain existing HR processes. You will help create them, improve them, and make sure they work in practice.

You will work directly with the CEO and closely with our operational teams.

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Your Mission

Build a reliable people operation that helps us hire the right employees, retain good performers, develop our teams, and reduce the operational disruption caused by staffing problems.

Your success will be measured by results, not by how busy you are.

The Problems We Need You to Solve

1. Frontline Recruitment Is Not Yet Predictable

Our stores need reliable staffing to operate effectively. Employee turnover, unexpected resignations, and urgent vacancies can disrupt operations and place additional pressure on existing teams.

We need someone who can:

• Build a consistent recruitment pipeline rather than start searching only when someone resigns.
• Recruit frontline employees, supervisors, and head-office positions.
• Improve candidate quality, hiring speed, and offer acceptance.
• Understand why positions remain vacant and take action to resolve the underlying problems.
• Work with hiring managers to forecast staffing needs and avoid recurring manpower shortages.
• Track recruitment performance and continuously improve results.

Expected outcome: Our stores have the people they need, and recruitment becomes a predictable process rather than a recurring emergency.

2. Hiring Someone Is Not the Same as Keeping Them

Recruitment alone will not solve our workforce challenges if new employees leave shortly after joining.

We need to understand what happens after employees are hired.

You will:

• Establish structured onboarding and probation check-ins.
• Identify patterns behind early resignations and employee turnover.
• Speak directly with frontline employees and managers to understand workplace issues.
• Support managers in coaching employees, communicating expectations, and handling performance concerns.
• Recommend practical improvements to training, engagement, and employee retention.
• Ensure employee concerns are handled fairly, confidentially, and with appropriate follow-through.

Expected outcome: New employees settle in faster, managers receive better people support, and avoidable turnover decreases.

3. HR Processes Need More Structure and Accountability

We are an early-stage organization. Not every process is documented, and some activities still depend too heavily on individuals remembering what needs to happen.

We need someone who can establish reliable HR foundations without introducing unnecessary bureaucracy.

You will:

• Maintain accurate employment contracts, employee records, attendance, leave, and payroll inputs.
• Establish consistent workflows for recruitment, onboarding, probation, employee changes, and offboarding.
• Ensure important deadlines, documents, and employee-related requirements are tracked.
• Identify HR compliance gaps and coordinate corrective action.
• Create practical HR policies, checklists, and documentation that managers can use.
• Improve visibility into vacancies, employee turnover, recruitment progress, and other people metrics.

Expected outcome: HR operations become reliable, consistent, and less dependent on manual follow-up.

4. Managers Need Better Support With People Management

As the company grows, managers must become more accountable for developing and managing their teams.

HR should help managers succeed rather than take over their responsibilities.

You will:

• Support managers in setting clear employee expectations.
• Coordinate probation and performance review processes.
• Help managers address attendance, conduct, and performance issues fairly and consistently.
• Identify recurring people-management problems and recommend improvements.
• Follow through on agreed actions and escalate unresolved issues.
• Encourage constructive feedback, accountability, and professional communication.

Expected outcome: Managers become more effective at managing people, while HR provides the tools, processes, and support they need.

5. We Need to Work Smarter With AI and Automation

We do not want to build a large administrative team simply because our processes are inefficient.

Our long-term direction is to operate with a small, highly capable team supported by technology, automation, and AI.

We expect you to be comfortable working this way.

You will:

• Use AI tools for research, drafting, documentation, recruitment preparation, and reporting.
• Build or improve recruitment trackers, digital forms, reminders, and HR workflows.
• Identify repetitive activities that can be simplified or automated.
• Use Excel or Google Sheets to organize information and analyze HR performance.
• Validate AI-generated work and take responsibility for accuracy and fairness.
• Protect employee and candidate information when using digital tools.

You do not need to be a software engineer, but you must be willing and able to use technology independently to solve problems.

Expected outcome: HR becomes more efficient as the company grows, without requiring administrative headcount to increase at the same rate.

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Who Will Do Well Here

This role will suit someone who:

• Takes ownership of problems and follows through until they are resolved.
• Has hands-on experience recruiting frontline employees and understands urgent vacancies and employee turnover.
• Is comfortable speaking with employees, supervisors, and managers at different levels.
• Balances empathy and approachability with clear expectations and accountability.
• Notices recurring problems and looks for their root causes instead of applying temporary fixes.
• Thinks critically, asks thoughtful questions, and recommends practical solutions.
• Can prioritize independently when several problems need attention at the same time.
• Uses Excel, Google Sheets, AI, and digital tools confidently to improve work.
• Is willing to challenge inefficient processes and introduce better ways of working.
• Can operate effectively without a fully established HR department or detailed instructions.

Most importantly, you should be someone who enjoys taking responsibility for difficult problems and improving how an organization works.

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What You Should Bring

Required Qualifications

• Bachelor's degree from a leading university.
• Preferably a degree in Human Resources Management, Human Resource Development, Psychology, Business Administration, or a related field.
• Approximately 2–4 years of hands-on recruitment and HR operations experience.
• Demonstrated experience recruiting frontline or operational employees.
• Practical knowledge of Thai labor laws, employment administration, and HR documentation.
• Proven ability to manage recruitment activities independently.
• Strong Excel or Google Sheets skills, including tracking, reporting, and basic data analysis.
• Demonstrated experience using AI tools in professional work.
• Strong Thai communication, interpersonal skills, and professional judgment.
• Ability to handle confidential employee information appropriately.
• Willingness to visit stores and operating locations when necessary.

An Advantage

• Experience in retail, F&B, multi-location businesses, or startups.
• Experience managing high-volume or recurring recruitment requirements.
• Familiarity with HR systems, payroll coordination, and workflow automation.
• Experience improving frontline retention, onboarding, or employee training.
• Practical English proficiency for research, workplace communication, and digital tools.

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What Success Looks Like in Your First 90 Days

We will establish clear priorities and measurable targets based on the company's starting situation.

By the end of your first 90 days, we expect meaningful progress in the following areas:

1. Recruitment: Build reliable candidate pipelines and demonstrate measurable progress in filling priority frontline vacancies.
2. Workforce Stability: Identify the main causes of employee turnover and implement practical corrective actions.
3. Onboarding: Establish consistent onboarding processes and probation follow-ups for new employees.
4. HR Administration: Maintain accurate employee records, documentation, attendance, and dependable payroll inputs.
5. Compliance: Identify key HR compliance gaps and ensure issues are resolved or appropriately escalated.
6. Manager Support: Establish clear processes that help managers handle employee performance, attendance, and workplace concerns.
7. AI & Automation: Implement at least one reliable AI-assisted or automated workflow that reduces repetitive administrative work.
8. Reporting: Establish regular reporting on recruitment performance, vacancies, employee turnover, and other essential HR metrics.

We do not expect every problem to disappear within 90 days.

We do expect you to understand the problems, take ownership, make measurable progress, and establish improvements that last.

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What You Can Expect From Us

• A hybrid working arrangement with an office near BTS Phloen Chit.
• Direct access to the CEO and meaningful responsibility.
• The opportunity to build and improve HR processes rather than simply maintain them.
• Freedom to propose better approaches and challenge inefficient practices.
• Clear business priorities and support for decisions requiring management authority.
• Access to external professional advice where specialist expertise is needed.
• An environment that values high standards, independent thinking, and measurable contributions.
• Professional development opportunities based on capability and demonstrated results.
• Statutory entitlements and company benefits as communicated during recruitment.

This role offers significant ownership, but it also comes with high expectations.

We are a growing business with real challenges and limited resources. Priorities may change, and you will sometimes need to work through ambiguity.

If you prefer highly structured environments where processes, systems, and responsibilities are already established, this may not be the right position.

If you enjoy solving problems, taking ownership, and seeing the direct impact of your work, we would like to meet you.

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Show Us How You Work

Along with your CV, please share three brief examples:

1. A hiring challenge you solved: What was the situation, what did you do, and what was the measurable result?
2. A recurring people or HR problem you improved: What was the root cause, what action did you take, and what changed?
3. An AI or automation workflow you use: Explain how you use it in your work, what it improves, and how you verify its accuracy.

We are more interested in evidence of ownership, judgment, and results than polished interview answers.

If difficult people challenges motivate you to build better systems, we want to hear from you.