Responsibilities
1. Core Support for Business Partners
A: Deeply align with local business departments in Thailand (e.g., production, quality, R&D teams) to understand business strategies and annual goals. Simultaneously develop HR solutions (such as staffing planning, organizational structure optimization proposals) to ensure HR work is aligned with business development.
B: Participate in regular meetings and key projects of business departments to anticipate personnel needs (e.g., peak-season recruitment expansion, core position talent pooling). Collaborate with the recruitment team to formulate localized recruitment strategies (e.g., partnering with Thai universities, local recruitment channels) and ensure timely talent onboarding.
C: Assist business leaders in team management, provide performance coaching support (e.g., guidance on performance goal setting, performance interview skills), promote the implementation of the performance system within local teams, and improve team efficiency.
2. Full-Cycle Employee Relations Management
A: Oversee the full process of Thai employees’ onboarding, transfer, reassignment, and offboarding. This includes orientation (introducing local workplace culture, company policies, and benefits), signing labor contracts (in compliance with Thailand’s Labor Protection Act), exit interviews, and data analysis to reduce the turnover rate of core employees.
B: Establish regular employee communication mechanisms (e.g., monthly seminars, online feedback channels) to promptly respond to employee needs (e.g., salary inquiries, suggestions for workplace improvement). Handle employee disputes and labor conflicts to ensure compliance and maintain team harmony (adapting to Thailand’s workplace culture that emphasizes "respect and collaboration").
C:Plan and implement localized employee care activities. Combine Thai traditional festivals (e.g., Songkran Festival, Loi Krathong Festival) with employee needs to organize team-building events and benefit distributions (e.g., festival gifts, health check-ups) and enhance employee sense of belonging.
3. HR Process and Compliance Implementation
A:Promote the localization adaptation and implementation of the headquarters’ HR policies in Thailand, covering processes such as compensation and benefits (e.g., local social security and provident fund contributions), attendance and leave (in line with Thailand’s statutory annual leave and sick leave regulations), and training and development. Ensure operations are compliant and efficient.
B:Manage HR affairs for foreign employees in Thailand (e.g., expatriates, technical experts), including work visa and work permit applications/renewals, and tax compliance filing. Collaborate with the administrative department or external institutions to resolve issues related to foreign employees’ adaptation to work and life.
C:Maintain Thailand’s employee HR information system (e.g., employee files, salary data). Regularly generate personnel data analysis reports (e.g., turnover rate, workforce efficiency, compliance rate) to provide data support for business decisions and headquarters reporting.
4. Organizational Culture and Competency Development
A: Undertake the company’s core cultural values and design localized cultural promotion activities (e.g., cultural ambassador selection, value case sharing sessions) based on Thai cultural characteristics (e.g., hierarchical respect, collectivism) to integrate culture into daily work.
B: Conduct research on the training needs of Thai teams (e.g., Thai/English language improvement, compliance skills, business skills). Collaborate with the training team to develop or introduce localized training resources (e.g., local trainers, bilingual courses), and organize training implementation and effectiveness evaluation.
C: Identify high-potential local employees and participate in talent development programs (e.g., succession planning, job rotation training) to support employees’ career growth while reserving core talents for the business.
5. Cross-Departmental Collaboration and Compliance Support
A: Act as the liaison between Thailand’s local HR team and the headquarters’ HR team (e.g., compensation, recruitment, OD). Sync local needs with headquarters policies to ensure smooth information transmission and promote the implementation of cross-regional HR projects (e.g., global performance system updates, cultural integration) in Thailand.
B: Monitor developments in Thailand’s labor laws and regulations (e.g., revisions to the Labor Protection Act, adjustments to social security policies). Promptly update internal policies and organize compliance training (e.g., labor law training for management, compliance awareness promotion for employees) to mitigate employment risks.
C: Collaborate with local administrative and financial departments to handle cross-departmental employee-related matters (e.g., salary payment, workplace improvement, resource coordination for employee activities) and ensure the closed-loop operation of HR work.
6. Training
Provide employee onboarding training and relevant skills training.
รีวิวบริษัทที่บอก ‘ชีวิตดี งานดี เงินดี สังคมดี’
บริษัท มิ้นท์ เอเชีย แปซิฟิก จำกัด
