Responsibilities:

• Possess a solid understanding of the top priorities of the organization’s fiscal year priorities and will attend the relevant business meetings with key leaders/ stakeholders
• Manage and possess compensation strategies for departments with Group Reward
• Participate in organizational design efforts and works with key leaders/ stakeholders to advise on new structures, roles, and skills required to support the business priorities
• Work with the COE (Centre of Excellence) to develop the relevant change management plans to ensure that change is successfully adopted throughout the organization
• Partner with the COE, develop the relevant HR strategies and plan to align with the business objectives in order to enhance productivity
• Provide guidances and inputs for the business on strategic workforce planning, succession planning, organizational structure changes, organization improvement and redesign organization
• Analyze and summarize organization data to produce metrics that allow HR to make recommendations to key leaders/ stakeholders
• Apply knowledge and provide input to key leaders/ stakeholders to develop programs, talent planning, and other interventions that improve business operations
• Develop and maintain a thorough understanding of the organization financial metrics, business plan and stakeholders’ expectations to support the HR needs of the business
• Work closely with management and employees by coaching and guide to improve work relationships, build morale, and increase productivity and retention
• Work closely with COE’s on various projects and HR Program roll-outs; liaison between COE and the business; coordinates and facilitates HR programs including talent management programs (talent review, calibration), compensation (annual compensation review), etc. works with internal HR partners to reconcile program-related issues
• Advise Managers in the resolution of employee relations and employee performance issues; conducts research and investigations, as needed, to support the decision-making process; determines necessary actions to ensure fairness and legal compliance; counsels employees and management and develops and administers corrective action plans
• Proactively keep track and assess company environment, competitive environment, and market trends and developments within functional area
• Perform other related duties as assigned.

Qualifications:

• Bachelor's Degree or above in any fields of study with direct experience in HRBP in a dynamic or complex organization
• At least 8 years of experience resolving complex employee relations issues with in-depth knowledge and proven work experience as an HR business partner
• Have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Excellent verbal and written communication skills both English and Thai with strong consulting, influencing skills to allow for building credibility and partnership with leaders