Responsibilities:
Performance Management System (PMS)
- Lead and oversee end-to-end Performance Management System (PMS) across 6 companies, covering goal setting, performance calibration, and performance review processes, ensuring alignment with business objectives.
- Continuously enhance PMS frameworks and practices to drive accountability, performance excellence, and continuous improvement.
- Coach and advise managers and leaders on performance management, feedback, and capability development.
Talent Management & Succession Planning
- Drive Talent Management and Succession Planning initiatives to build a strong pipeline of future leaders and critical roles.
- Develop and manage talent development programs for high-potential employees and key positions.
- Monitor succession readiness and leadership pipeline health using data-driven insights.
Organizational Development & Design
- Design, review, and maintain Job Descriptions, Job Evaluations, and Organization Structures to support business growth and operational efficiency.
- Lead organization structure reviews and workforce planning across multiple functions and legal entities.
- Support organization chart design to enhance agility, scalability, and role clarity.
Strategic HR Business Partnering
- Act as a strategic HR Business Partner to business leaders by providing insights on workforce capability, talent development needs, and organizational effectiveness.
- Collaborate with leadership teams to identify future workforce capabilities and organizational requirements aligned with business strategy.
- Provide consultative support on people-related decisions and organizational challenges.
HR Collaboration & Analytics
- Collaborate closely with Talent Acquisition (TA), Learning & Development (L&D), Internal Communications (IC), Compensation & Benefits (C&B), and HR Operations teams to deliver integrated and scalable HR solutions.
- Utilize HR analytics and data-driven insights to track performance trends, talent movement, and succession metrics across all companies.
Qualifications
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related fields.
- Master's degree or professional certifications (e.g., SHRM-SCP, SPHR) are preferred.
- Minimum of 8-10 years of experience in Human Resources, with at least 5 years in Organizational Development, Performance Management, or strategic HR roles.
- Experience in Fintech, IT, or technology-driven organizations is an advantage.
- Strong knowledge of HR best practices and Thai labor laws.
- Proven expertise in Organizational Development, Performance Management, and Change Management.
- Excellent communication, facilitation, and stakeholder management skills.
- Proficiency in HRIS and HR data analytics tools.
