HR Manager

Key responsibilities
People operations, compensation and employee welfare
•      Own the employee lifecycle. Serve as the main People contact and run onboarding, records, access, attendance, leave, overtime, payroll inputs, HRIS changes, and offboarding accurately and on time.

•      Steward compensation, benefits and welfare. Administer and clearly communicate the company’s established programs; manage vendors, enrolment, claims and employee support; and recommend thoughtful enhancements aligned with strategy and budget.

•      Support the annual salary review. Prepare employee data, merit and promotion inputs, market references, documentation, and implementation under the Founder’s leadership and final approval.

•      Maintain audit readiness. Keep policies, records, and data complete for internal or external reviews related to labor, tax, social security, workplace, and data privacy requirements.

Talent, performance and employee relations
•      Lead full-cycle recruitment. Deliver consistent and timely sourcing, selection, offer, pre-boarding, and hiring decisions, with clear candidate-quality standards.

•      Build modern performance systems. Implement practical goals, reviews, calibration, development plans, promotion criteria, and manager guidance that improve performance rather than add administration.

•      Coach managers. Support leaders with feedback, probation, performance, attendance, conflict, employee relations, and sensitive conversations.

Employee experience and workforce planning
•      Listen and act. Use surveys, focus groups, employee feedback, recognition, wellbeing, and internal communication to strengthen engagement and close recurring pain points.

•      Plan for growth. Analyze headcount and workforce data to support hiring priorities, capability development, retention, succession planning, and organizational changes.

HR systems and continuous improvement
•      Build scalable processes. Create clear workflows, service standards, self-service guidance, and automated HRIS or payroll processes that reduce manual work without losing the human touch.

•      Keep the practice current. Track HR trends, regulatory changes, best practices, and new technology; translate relevant developments into policy, operations, and workforce recommendations.

Experience and qualifications
•      Bachelor’s degree in Human Resources, Business Administration, Psychology, Law, or a related field.

•      At least 4 years of progressive People/HR experience in a growing mid-sized, startup, e-commerce, technology, consumer, or similarly fast-moving business.

•      Proven experience setting up or improving HR processes from scratch, with hands-on ownership of employee-facing operations and cross-functional projects.

•      Strong understanding of core HR functions, including full-cycle recruitment, performance management, compensation and benefits, and employee relations.

•      In-depth practical knowledge of applicable Thai labor law, employment regulations, statutory compliance, payroll coordination, social security, HR records, and data confidentiality.

•      Experience administering modern performance evaluation and annual salary-review processes, including merit and promotion adjustments.

•      Proficiency with HRIS, payroll systems, employee data, reporting, and digital tools used to automate manual work and improve service quality.

•      Strong leadership and communication, good command of Thai and English, and a proactive problem-solving mindset for organizational change.