Human Resources Supervisor

Key Responsibilities

1. HR Operations, Team Leadership & Service Delivery

• Own the annual and monthly HR calendar, weekly priorities, recurring deadlines, and service standards for the department.
• Delegate work to the HR Officer, review output, provide coaching, and maintain clear handovers and cross-coverage so the department has no avoidable single point of failure.
• Maintain oversight of the complete employee lifecycle, including hiring, changes in employment status, onboarding, probation, performance review, employee relations, and offboarding.
• Review and approve routine HR documents, personnel records, HR system updates, and employee communications within delegated authority.
• Set up and continuously improve practical HR policies, SOPs, checklists, templates, trackers, and internal controls suitable for Stonegoat's size and operating pace.

2. Workforce Planning, Recruitment & Onboarding

• Maintain an up-to-date headcount plan and recruitment tracker covering full-time, part-time, replacement, temporary, and event staffing requirements.
• Confirm approved manpower requests, job scope, employment type, budget, selection criteria, and target timeline with the hiring manager before recruitment begins.
• Review job descriptions, lead or participate in interviews, evaluate candidates, and provide evidence-based hiring recommendations to Management.
• Ensure no offer or employment commitment is issued without the required approvals and complete supporting documentation.
• Oversee onboarding, orientation, probation tracking, confirmation, transfer, and offboarding to ensure a consistent employee experience and complete records.

3. Timekeeping, Payroll, Compensation & Benefits

• Own the monthly payroll timetable and control process for attendance, leave, overtime, holiday work, commissions, allowances, deductions, unpaid leave, and approved employee changes.
• Review and validate the payroll input pack prepared by the HR Officer, investigate discrepancies, and submit complete information to Finance or the appointed payroll provider by the agreed cut-off.
• Coordinate payroll questions and corrections promptly while protecting confidentiality and maintaining a clear audit trail of approvals and changes.
• Oversee employee benefit administration, including Social Security, group insurance, health insurance, Provident Fund, and other company benefits where applicable.
• Support Management with compensation and benefit reviews, internal consistency checks, and accurate employee cost information. HR validates employee inputs; Finance remains responsible for payment execution and accounting or tax processing.

4. Employee Relations, Performance & Manager Support

• Act as the primary HR contact for employee relations, attendance concerns, grievances, conduct issues, performance concerns, conflict resolution, and sensitive workplace matters.
• Conduct or coordinate fair fact-finding, maintain complete documentation, advise managers on proportionate next steps, and obtain the required approval before formal action is taken.
• Own the process calendar and documentation for probation, KPI, OKR, and annual performance reviews; managers remain accountable for setting expectations, providing evidence, and delivering feedback.
• Coach department managers on practical people management, policy application, difficult conversations, documentation quality, and timely escalation.
• Plan or coordinate targeted employee engagement, internal communication, training, and development activities that address a defined business or employee need.

5. Compliance, Employment Documentation & Government Coordination

• Maintain HR practices and documentation in line with company policies, delegated authority, and applicable Thai employment and data-protection requirements.
• Review employment contracts, probation and confirmation documents, warning letters, resignation and exit documents, employee changes, and other employment records before issue.
• Oversee Social Security submissions, Work Permits, Visas, Immigration matters, employee insurance, statutory notifications, and renewal deadlines, with supporting evidence retained.
• Monitor material changes in employment requirements and recommend timely updates to policies, templates, or procedures; coordinate external legal or specialist advice when approved by Management.
• Protect employee confidentiality through appropriate access controls, document retention, and disciplined handling of sensitive personal information.

6. HR Systems, Reporting & Continuous Improvement

• Maintain reliable HR, attendance, leave, recruitment, and performance systems, including role-based access and data-quality controls.
• Provide Management with a concise monthly HR dashboard covering headcount, vacancies, joiners and leavers, attendance, overtime, leave, payroll exceptions, probation deadlines, employee relations, and statutory deadlines.
• Maintain current organization charts, employee lists, job descriptions, workforce records, and management reports.
• Lead proportionate HR improvement projects that reduce manual work, clarify accountability, improve employee experience, or strengthen compliance and business continuity.
• Support company growth, restructuring, new-location preparation, events, and other business projects requiring HR planning or workforce coordination.

7. Other Responsibilities

• Perform other reasonable duties consistent with the role, department capacity, and priorities assigned by Management.
• Remain available to provide direct operational support when workload, employee issues, or business continuity requires it.

Authority & Escalation

• May approve routine HR administration and issue standard documents only within the company's delegated authority and approved templates.
• Must obtain Management approval for headcount, offers, compensation changes, promotion, disciplinary sanctions, termination, policy exceptions, or financial commitments outside delegated authority.
• Must immediately escalate material legal, payroll, employee-relations, personal-data, fraud, safety, or reputational risk, together with the known facts, documentation, and a recommended next step.