315 Strategic Hr jobs in Thailand

Responsibilities

• Prepare various official documents, such as internal memos and warning letters.
• Manage labor disputes and employee grievances.
• Prepare reports and coordinate with relevant departments.
• Provide documentation and communication support to branch human resources.
• Coordinate employee benefits information to branch teams.
• Coordinate individual performance data for performance appraisals or special case follow-ups.
• Update organizational structure and manpower plans.
• Perform other duties as assigned.

Qualifications

• Male/Female, age years old.
• Bachelor's or Master's degree.
• 6 - 10 years of experience.
• Hardworking, patient, and able to work well under pressure.
• Excellent communication and negotiation skills.
• Good problem-solving skills and a service-minded attitude.
• At least 6 years of experience in branch human resources management.
• At least 3 years of knowledge in labor law and labor disputes.
• Proficient in Microsoft Excel, including VLOOKUP, Pivot Tables, and various formulas.

Duties:

• Position Overview:
  
  This role serves as a core member of the HR department in a company with approximately 500 employees. The HR Manager will lead strategic HR planning, organizational development, and talent management initiatives. Working closely with senior management, the position contributes to the company's growth through effective HR strategies.

Key Responsibilities:

HR Strategy & Planning

• Develop HR strategies aligned with corporate policies
• Identify organizational issues and propose improvement measures
• Review and implement training, evaluation, and compensation systems

Organizational Development & Talent Management

• Optimize organizational structure and propose strategic staffing plans
• Plan and execute initiatives to enhance employee engagement
• Promote talent management and succession planning

Department Management

• Manage, train, and evaluate a 6-member HR team
• Set team goals and monitor progress
• Conduct 1-on-1 meetings and provide feedback to team members

Recruitment, Labor Management & Policy Implementation

• Plan and execute mid-career and new graduate recruitment
• Oversee labor management (attendance, work rules, internal compliance)
• Operate and improve internal systems (benefits, evaluation systems, etc.)

Collaboration with Executives & Other Departments

• Provide regular HR reports and proposals to executives
• Coordinate with other departments to resolve organizational issues
• Support internal communication initiatives

Qualifications:

• Strategic HR planning with a business-oriented mindset
• Strong interpersonal and coordination skills
• Team management experience (5+ direct reports)
• Hands-on experience in organizational development and system design
• Leadership with both flexibility and execution capability
• Potential for future executive leadership
• Experience in large corporations (advantageous)
• No language requirement (English/Japanese not necessary)

Remark: Only shortlist candidates will be contacted

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CONTACT: 

PERSOLKELLY HR Services Recruitment (Thailand) Co., Ltd. 

K. Fonthip (Fon) Tel

Position Title: Strategic Planning and HR Payroll Officer

Reports to: School Director and Deputy Director for Administrative Services

Department: Human Resources / Finance & Accounting

Working Hours: 8:00 a.m. – 5:00 p.m. (8-hour day, 40-hour week)

Position Summary

The Strategic Planning and HR Payroll Officer plays a dual role in supporting the school's strategic objectives and ensuring accurate payroll management. This position is responsible for overseeing financial planning, reporting, and payroll operations while ensuring compliance with Thai laws and international school standards. The role requires a balance of analytical, financial, and HR skills to align resources with both the school's long-term vision and its day-to-day operational needs.

Key Responsibilities

Key Responsibilities

• Strategic Planning & Finance Reporting

• Set and manage the shool's financial budgeting codes.

• Prepare and monitor the annual budget in consultation with the Deputy Director and submit it for the School Director's approval.
• Prepare and manage monthly and yearly financial statements, cash flow reports, and other financial documents required by the School Director/Deputy Director.
• Coordinate with KMITL departments to maintain clear communication and develop effective financial solutions.
• Oversee finance and accounting functions to ensure accuracy, transparency, and compliance with Thai laws and accounting standards.
• Collaborate with other departments (procurement, finance, IT, and accounting) to ensure accuracy of documentation and adherence to policies.
• Plan, develop, and deliver strategic and analytical reports to support school operations.
• Produce numerical and analytical reports to support target-setting, financial planning, and academic departmental planning.

• Administer and coordinate all aspects of the KMIDS Foundation (KMIDSF), including board meeting logistics, documentation, and reporting.

• HR Payroll Management

• Accurately process monthly payroll, including salaries, allowances, deductions, overtime, and benefits.

• Ensure compliance with Thai labor law, tax regulations, and internal payroll policies.
• Manage statutory contributions (Social Security, Provident Fund, Tax filings) and liaise with authorities as required.
• Maintain accurate payroll records and employee data while ensuring confidentiality.
• Coordinate with Finance for payroll-related reporting, audits, and budget forecasts.
• Serve as the primary contact for staff payroll and benefits inquiries.
• Support HR in compensation benchmarking and workforce planning.
• Assist with additional duties assigned by the school director/deputy director or supervisors.

Job Specification

• Bachelor's degree or higher in Accounting, Business Administration, Economics, Human Resources, or related field.
• At least 4 years of experience in Planning, Accounting, or HR Payroll roles.
• Excellent English communication skills (written and verbal); proficiency in Thai is an advantage.
• Strong background in financial management, budgeting, and reporting.
• Hands-on experience with payroll systems, HRIS, and payroll compliance.
• Knowledge of Thai accounting and labor law regulations.
• Strong analytical, strategic thinking, and problem-solving skills.

• งานเลื่อนชั้นเลื่อนตำแหน่ง

• วิเคราะห์ข้อมูลตำแหน่งขอเลื่อนขั้น / เลื่อนตำแหน่ง ที่ได้รับจากสายงาน โดยพิจารณาคุณสมบัติพื้นฐานและคุณสมบัติเพิ่มเติมด้าน competency ของพนักงาน รวมทั้งเคสที่ค้างคา รวมถึงรับผิดชอบดำเนินการเสนอเทียบเคียงตำแหน่งงานที่มีความรับผิดชอบใกล้เคียงกัน

• ติดต่อประสานงานกับหัวหน้าสายงานที่เสนอขอเลื่อนขั้น เพื่อสอบถามข้อมูลเพิ่มเติม เกี่ยวกับรายละเอียดของงาน และคุณสมบัติของพนักงาน เพื่อนำมาสรุปผล จัดทำการวิเคราะห์ และนำเสนอต่อคณะกรรมการ
• จัดทำข้อมูลพนักงาน / บันทึกและจัดส่ง report รายชื่อผู้มีสิทธิ์ได้เลื่อนขั้น/เลื่อนตำแหน่ง ให้แก่สายงานและ BU HR รวมทั้งจัดทำบันทึกอนุมุติและแจ้งผลให้แก่สายงานและ BU HR

งานบริหารผลงาน

• บริหารและจัดการฐานข้อมูลที่เกี่ยวกับการบริหารผลงาน ของผู้บริหารของหน่วยงานที่รับผิดชอบ ได้แก่ Competency model /แบบฟอร์มประเมินผลรายบุคคล เพื่อวัดระดับให้สายน
• รวบรวมผลประเมิน ตรวจสอบ สรุปผล และ Upload เข้าระบบ สำหรับ Staff G1

คุณสมบัติ

• ปริญญาตรีหรือปริญญาโทในสาขาที่เกี่ยวข้อง (เช่น สังคมศาสตร์, มนุษยศาสตร์)
• ประสบการณ์ในทำงานด้าน HR Performance Management อย่างน้อย 3 ปี
• มีทักษะการสื่อสารและการนำเสนอ
• มีทักษะในการใช้ Microsoft Office ได้อย่างดี (Words, Power Point, Excel)
• สามารถปฏิบัติงานที่สำนักงานพระราม 3 ได้

Responsibility:

Talent Development/OD

• Creating assessment approaches to identify talented individuals or groups
• Designing and delivering talent interventions such as development and retention program.
• Designing succession plans and contingency frameworks for business-critical roles.
• Working with partner organizations/Management tram to identify external talent pools.
• Reviewing workforce planning data to feed into your talent strategy
• Evaluating the success of talent program.

Learning Development

• Designing training plans and organizing through variance learning channels such as e-learning & internal training, knowledge sharing, ensure Global HR systems, policies and practices are developed, implemented, and effectively communicated and guidelines within area of responsibility.
• Manage Career Development Program, E-Learning, Onboarding, Off-boarding, etc.
• Ensure that internal policies and processes are in line with labor law, international labor Standards on Migrant workers requirements and customer code of conducts compliance.

Qualifications/Requirements:

• Strong command of the English language, both written and verbal
• Excellent communication and interpersonal skills, with the ability to interact effectively at all organizational levels
• Open to work in multitask and able to initiate new projects
• Digital Mindset
• Good analytical ability and business sense
• Enthusiasm for change and challenging convention
• Outgoing and responsive
• Result-oriented and Self-motivated with good team spiritใ
• Team player with a positive attitude and a willingness to learn
• Strong attention to detail, with the ability to multitask and prioritize in a fast-paced environment
• Proficiency in Microsoft Office applications (Excel, Word, Outlook, PowerPoint)
• Experience with Mutil-HR functions at least 10 years

Role Purpose

Execute and support enterprise-wide talent management initiatives, ensuring BU alignment with corporate frameworks. Manage succession planning processes, individual career development plans (ICDPs), and talent development programs, while providing expertise and advisory to BU HR teams.

Key Responsibilities

• Support execution of talent frameworks and assessment tools across BUs.
• Partner with BU HRs to identify successors for key/critical roles and validate readiness.
• Facilitate and monitor career plans and ICDPs for executive and strategic talents.
• Drive cross-BU mobility initiatives (rotations, mentoring, networking, projects).
• Coordinate and track execution of the Management Associate (MA) Program rotations and career planning.
• Provide talent analytics reports and dashboards, ensuring data accuracy and insights.
• Act as a subject matter expert to BU HR teams, supporting consistency and best practices.

Skills & Competencies

• Strong understanding of talent management and succession frameworks.
• Ability to manage multiple stakeholders across functions and BUs.
• Analytical capability for talent data interpretation and reporting.
• Project management and program coordination.
• Strong interpersonal skills, able to engage with managers and high-potential talents.

Qualifications

• Bachelor's or Master's degree in HR, Business, or related fields.
• 8–12 years HR experience with 3–5 years in talent management or L&D roles.
• Experience in retail, FMCG, or large-scale organizations preferred.
• Familiarity with HR analytics tools and talent systems.

Role Purpose

Execute and support enterprise-wide talent management initiatives, ensuring BU alignment with corporate frameworks. Manage succession planning processes, individual career development plans (ICDPs), and talent development programs, while providing expertise and advisory to BU HR teams.

Key Responsibilities

• Support execution of talent frameworks and assessment tools across BUs.
• Partner with BU HRs to identify successors for key/critical roles and validate readiness.
• Facilitate and monitor career plans and ICDPs for executive and strategic talents.
• Drive cross-BU mobility initiatives (rotations, mentoring, networking, projects).
• Coordinate and track execution of the Management Associate (MA) Program rotations and career planning.
• Provide talent analytics reports and dashboards, ensuring data accuracy and insights.
• Act as a subject matter expert to BU HR teams, supporting consistency and best practices.

Skills & Competencies

• Strong understanding of talent management and succession frameworks.
• Ability to manage multiple stakeholders across functions and BUs.
• Analytical capability for talent data interpretation and reporting.
• Project management and program coordination.
• Strong interpersonal skills, able to engage with managers and high-potential talents.

Qualifications

• Bachelor's or Master's degree in HR, Business, or related fields.
• 8–12 years HR experience with 3–5 years in talent management or L&D roles.
• Experience in retail, FMCG, or large-scale organizations preferred.
• Familiarity with HR analytics tools and talent systems.

Why Valvoline Global Operations? At Valvoline Global Operations, we're proud to be The Original Motor Oil, but we've never rested on being first. Founded in 1866, we introduced the world's first branded motor oil, staking our claim as a pioneer in the automotive and industrial solutions industry. Today, as an affiliate of Aramco, one of the world's largest integrated energy and chemicals companies, we are driven by innovation and committed to creating sustainable solutions for a better future.

With a global presence, we develop future-ready products and provide best-in-class services for our partners around the world. For us, originality isn't just about where we began; it's about where we're headed and how we'll lead the way. We are originality in motion.

Our corporate values—Care, Integrity, Passion, Unity, and Excellence—are at the heart of everything we do. These values define how we operate, how we treat one another, and how we engage with our partners, customers, and the communities we serve. At Valvoline Global, we are united in our commitment to:

• Treating everyone with care.
• Acting with unwavering integrity.
• Striving for excellence in all endeavors.
• Delivering on our commitments with passion.
• Collaborating as one unified team.

When you join Valvoline Global, you'll become part of a culture that celebrates creativity, innovation, and excellence. Together, we're shaping the future of automotive and industrial solutions.

Job Purpose

Valvoline has a rewarding opportunity as a Manager, Talent Management, APAC reporting directly to the Director of Global Talent Management. This is a hybrid opportunity, 2 days remote per week.

The individual plays a pivotal role in advancing Valvoline Global's talent and leadership development strategy worldwide. This role blends strategic business partnering with the design and execution of enterprise-wide talent initiatives, leadership development programs, and succession management efforts. As part of the Global Talent Management team, the Manager collaborates with HR business partners, senior leaders, and stakeholders to develop a high-performing workforce, cultivate leadership capabilities, and ensure a robust and sustainable talent pipeline for VGO's future.

How You Make an Impact

• Strategic Business Partnering

• Collaborate with business leaders to assess current and future talent gaps and develop actionable strategies to address these gaps.

• Provide guidance on talent trends and market intelligence to inform leadership decision-making.
• Advise leadership on the effective integration of talent initiatives into strategic business plans, ensuring alignment with organizational goals.
• Serve as a key resource for leadership during organizational changes, guiding them through talent-related challenges and opportunities.

• Continuously monitor and analyze global talent trends, benchmarking industry best practices, and utilizing competitive intelligence to ensure Valvoline's talent management strategies remain innovative and relevant.

• Global Program Design & Delivery

• Assess and identify the learning and development needs of diverse global teams, ensuring program content is culturally relevant and adaptable to different regions.

• Foster continuous feedback loops to improve the design and delivery of programs, ensuring that they meet evolving business and learner needs.
• Leverage data and analytics to measure the effectiveness of talent programs, making adjustments as necessary to optimize impact.
• Champion a culture of continuous learning by promoting the value of leadership development programs and talent initiatives across the organization.
• Use data and insights from various Centers of Excellence (COEs) to inform the design and execution of talent management programs, ensuring that these programs align with broader organizational goals.

• Collect and analyze data from talent management processes (e.g., performance reviews, succession planning) and use this data as an input to continually refine and improve programs, driving better outcomes for both talent development and business performance.

• Talent & Succession Management

• Drive the execution of a comprehensive global talent strategy, ensuring alignment with organizational goals and long-term business needs.

• Foster an inclusive talent management process that identifies and nurtures diverse leadership talent across all levels.
• Oversee the development and implementation of succession plans for critical roles, ensuring a steady pipeline of leaders for the future.

• Use talent assessments and data-driven insights to make informed decisions about talent gaps, leadership readiness, and development needs.

• Coaching and Individual Development Plans (IDPs)

• Lead one-on-one coaching sessions for senior leaders and high-potential talent to accelerate their growth and maximize leadership potential.

• Work closely with managers to ensure they understand and actively participate in the development of IDPs for their teams.
• Integrate IDPs into the overall performance management system, ensuring alignment between individual goals and organizational objectives.

• Regularly evaluate the progress of IDPs, providing feedback and support to ensure continuous development.

• Global Project Leadership

• Lead and support ongoing and future talent management initiatives at VGO, ensuring the delivery of high-impact programs in areas such as learning, leadership development, succession planning, performance management, career management, team effectiveness, and change management.

• Lead large-scale, high-impact talent management projects with cross-functional teams, ensuring collaboration and timely execution.
• Develop and manage project plans, coordinating the work of various stakeholders to ensure successful outcomes.
• Identify and address potential roadblocks early in the project lifecycle to ensure smooth execution and timely delivery of initiatives.
• Lead post-project evaluations to assess the effectiveness of talent management initiatives and identify areas for improvement.

What You Bring to the Role

• Minimum of 8 years of experience in Talent Management, Leadership Development, or Organizational Development in a global, matrixed environment.
• Proven track record in designing and delivering leadership programs and blended learning solutions.
• Strong background in succession planning, coaching, and talent development.
• University degree, preferably a Master's in Human Resources or a related field.
• Familiarity with learning technologies (e.g., LMS, performance/talent platforms).
• Experience in leading global projects with strong organizational and project management skills.
• Strong communication and interpersonal skills, with the ability to build relationships across diverse cultures and geographies.
• Fluency in English is required.
• Coaching certification and familiarity with tools like DISC/MBTI/Insights is a plus.

Competencies Desired

• Strategic Talent Leadership – Develops and delivers transformative talent and leadership strategies that align with business objectives and drive organizational growth across global markets.
• Global Talent Development – Identifies, nurtures, and develops high-potential leaders globally, ensuring the company has a strong and sustainable leadership pipeline for future success.
• Cross-Functional Collaboration – Partners effectively across geographies, functions, and levels to align stakeholders and drive successful execution of talent initiatives.
• Coaching & Development Excellence – Provides impactful coaching and development support to leaders at all levels, fostering continuous growth and enhancing leadership capabilities within the organization.
• Results-Driven Execution – Maintains a strong focus on achieving measurable outcomes, continuously improving talent processes and ensuring the success of leadership development programs aligned with organizational goals.

Working Conditions / Physical Requirements / Travel Requirements

• The role is generally based in a climate-controlled corporate office environment.
• This is a global role requiring frequent collaboration with teams across various time zones. The role demands a flexible schedule to accommodate the needs of international clients and stakeholders.
• Travel (up to 30%) may be required for program delivery, talent calibration, and global leadership development activities.
• Ability to sit for extended periods and operate standard office equipment is necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Valvoline Global is an equal opportunity employer. We are dedicated to fostering an environment where every individual feels valued, respected, and empowered to contribute their unique perspectives and skills. We strictly prohibit discrimination and harassment of any kind, regardless of race, color, religion, age, sex, national origin, disability, genetics, veteran status, sexual orientation, gender identity, or any other legally protected characteristic.

We are committed to ensuring accessibility throughout our recruitment process. If you require a reasonable accommodation to participate in any stage of the recruitment or selection process, please contact us at:.

•    Email:

This contact information is solely for accommodation requests. For inquiries about application status, please use the appropriate channels listed in your application materials.

Are You Ready to Make an Impact?

At Valvoline Global, we're looking for passionate and talented individuals to join our journey of innovation and excellence. Are you ready to shape the future with us? Apply today.

Requisition ID: 1736

At getfresh, we're not just serving food — we're building a movement for fresh, healthy, and sustainable living. As we grow our branches across Thailand, we're looking for an HR game-changer who will be at the heart of our People & Culture transformation.

This role is a key partner to the Director of People & Culture — driving transformation, culture change, digital HR innovation, and talent growth while shaping an employee experience that truly inspires.

Talent Acquisition & Employer Branding

• Pre-screen & shortlist office and managerial candidates before final interviews with the Director.
• Lead job fairs, campus programs, and partnerships with external recruiters to attract the right talent.
• Boost getfresh employer brand across LinkedIn, social media, and career events.

Talent Management & People Development

• Support career pathing, succession planning, and HiPo (High Potential Employees = top performers with strong potential to become future leaders) development.
• Design and run onboarding programs from Day 1 to probation review.
• Act as a co-facilitator during training; deliver basic/functional training sessions.
• Lead and manage DSD submissions and training compliance.

Engagement & Culture

• Lead Employee Engagement Survey: design, communication, rollout, data analysis, and follow-up action planning with the Director.
• Organize & facilitate Townhalls and employee engagement activities that connect and inspire our teams.
• Champion internal communication (HR newsletters, intranet, digital boards).

Digital HR & Analytics

• Be the owner of all HR dashboards: HR Scorecard, Compensation/PEC, Engagement.
• Drive C&B data and compensation analysis to support strategic people decisions.
• Build digital HR tools, reports, and analytics with Power BI & Excel.