Human Resources Manager

Role Overview

Thai Outdoor Group (TOG) is looking for an experienced and proactive HR Manager to lead the overall Human Resources function and serve as a trusted HR partner to management and business leaders across the organization.

This position will oversee the full spectrum of HR, covering HR Business Partnering, Talent Acquisition, Performance Management, Learning & Development, Employee Engagement, Employee Relations, HR Operations, and HR Transformation.

The HR Manager will work closely with management and department heads across Retail, Brand, F&B, Warehouse, and Back Office functions, translating business needs into practical people strategies and HR solutions.

The ideal candidate is a hands-on HR leader with strong business understanding, capable of balancing strategic HR priorities with day-to-day execution and continuously improving HR practices, systems, and employee experience.

Key Responsibilities

HR Leadership & Business Partnering

• Lead and oversee the overall HR function and ensure HR priorities are aligned with TOG's business direction and growth.
• Act as a trusted HR advisor to management and department heads on people, organizational, and employee-related matters.
• Partner with business leaders to understand business needs and provide practical HR solutions.
• Support organization structure, manpower planning, workforce budgeting, succession planning, and other organizational initiatives.
• Provide management with HR insights, recommendations, and people-related data to support business decisions.

Talent Acquisition & Talent Management

• Oversee end-to-end recruitment activities across TOG's functions and brands, ensuring timely and quality hiring.
• Work closely with hiring managers to define position requirements, candidate profiles, and recruitment strategies.
• Manage relationships with recruitment agencies and external talent sources.
• Develop talent pipelines for key and critical positions.
• Strengthen internal talent development, career opportunities, succession planning, and internal mobility.

Performance Management & Organization Development

• Lead the development and implementation of performance management, KPI, and job evaluation processes.
• Work with managers to establish clear performance objectives and effective performance management practices.
• Identify organizational capability gaps and develop appropriate people development solutions.
• Support organization development and change management initiatives as the business evolves.

Compensation & Benefits

• Develop and maintain competitive Compensation & Benefits structures aligned with business needs and market practices.
• Lead annual salary reviews, bonus, incentive schemes, and benefits programs.
• Conduct market benchmarking and provide compensation recommendations to management.
• Ensure fair, consistent, and compliant compensation practices across the organization.

Learning & Development

• Develop and implement annual learning and development strategies based on business and people priorities.
• Identify training and development needs across different functions and employee levels.
• Lead leadership development, functional training, and capability-building initiatives.
• Evaluate learning effectiveness and continuously improve development programs.

Employee Engagement & Culture

• Drive initiatives to strengthen employee engagement, employee experience, and TOG's workplace culture.
• Develop employee communication and engagement activities in collaboration with management and relevant teams.
• Gather and analyze employee feedback and recommend appropriate actions.
• Support employer branding and initiatives that strengthen TOG's employee value proposition.

HR Operations & Employee Relations

• Oversee core HR operations, including employee lifecycle management, attendance, leave, payroll coordination, benefits, HR documentation, and HR policies.
• Ensure HR policies, practices, and employment conditions comply with Thai labor laws and regulations.
• Provide guidance to management and employees on employee relations and workplace matters.
• Handle sensitive employee relations issues professionally and appropriately.
• Review and continuously improve HR policies, procedures, and internal guidelines.

HR Transformation & Process Improvement

• Lead and support HR transformation initiatives to improve HR efficiency, employee experience, and business support.
• Identify opportunities to automate and digitize HR processes and workflows.
• Develop and improve HR systems, dashboards, and people analytics.
• Drive continuous improvement of HR processes, policies, and services.
• Explore and implement appropriate HR technology and AI solutions to improve HR effectiveness.

HR Team Leadership

• Lead, coach, and develop the HR team to deliver effective and professional HR services.
• Set clear priorities, responsibilities, and performance expectations for the HR team.
• Build a proactive, business-oriented, and service-minded HR team.
• Ensure effective collaboration within HR and with other functions across the organization.

Qualifications

• Bachelor's degree or higher in Human Resources, Business Administration, Psychology, or a related field.
• 8–12 years of progressive HR experience, with solid experience in an HR Manager or equivalent leadership role.
• Strong experience covering a broad range of HR functions, particularly HR Business Partnering, Talent Acquisition, Performance Management, Learning & Development, Employee Relations, and HR Operations.
• Experience in Retail, FMCG, F&B, Consumer, Lifestyle, or other fast-paced multi-business / multi-brand environments is highly preferred.
• Strong knowledge of Thai labor law and HR practices.
• Experience in HR transformation, process improvement, HR systems, digitalization, or people analytics.
• Strong leadership and stakeholder management skills, with the ability to work effectively with senior management and employees at all levels.
• Strong business acumen and the ability to connect people strategies with business objectives.
• Hands-on, proactive, practical, and comfortable working in a dynamic and changing environment.
• Strong analytical, problem-solving, communication, and influencing skills.
• Good command of written and spoken English.

Key competencies

• Strategic & Business-Oriented HR Mindset
• HR Business Partnering
• Leadership & People Management
• Talent Management & Development
• Employee Relations
• Change & Transformation Management
• Stakeholder Management
• Problem Solving & Decision Making
• Data & Analytical Thinking
• Communication & Influencing
• Continuous Improvement