Full Cycle HR Management: Support all stages of the employee lifecycle: onboarding, probation management, performance reviews, promotions, transfers, and exits. Maintain accurate HR records and ensure smooth day-to-day HR operations. Support managers with employee relations, disciplinary actions, and performance management processes.
Recruitment & Onboarding: Support recruitment request and report timely filed of open roles. Manage end-to-end recruitment, including job postings, recruitment agencies contacts, screening, interviewing, and offer negotiations. Including permanent & temporary term contracts and Subcontractors. Ensuring a completed set of personal documents for Jobs applications of new hires have been obtained and complied with process. Conduct onboarding programs to integrate new employees effectively into the organization. Stay abreast of recruiting trends and best practices. Woking closely with HR Managers, Management Team, and Hiring Managers to forecast hiring needs and ensure the recruitment process runs smoothly and promptly
Talent, Development & Training: Support HR Manager to Identify training needs in collaboration with managers and employees based on business strategy, critical roles and skills assessment. Organize internal and external training sessions, workshops, and learning opportunities. Support monitoring effectiveness of training programs and propose improvements. Assist training Control budget and plan. Facilitate career pathing, succession planning, and performance management processes. Coordinate the submission of mandatory training documentation and reports to the Department of Skill Development (DSD) and other relevant government authorities, ensuring compliance with legal requirements and maintaining accurate training records to support internal and external audit requirements.
Employee Relations and Engagement Deliver employee relations consulting across manager and employee concerns and disputes. Provide a dedicated and influential HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters. Coach and guide managers on all policy related issues finding ways to empower managers and enable them to manage their teams effectively. (Leave, Occupational Health, Flexible working etc.) Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management. Maintains an attitude and philosophy consistent with Lucy's standards. Communicating policies on Human Resources, compensation, and benefits. Liaising between employees and management. Support the HR Manager in any Union meetings/ discussions and negotiations. Managing and providing an adequate response to employee complaints. Process employees' queries and respond promptly. Lead Welfare Committee Meetings and discussions. Coordinate employee engagement and CSR initiatives, including annual planning, budget management, and delivery of activities aligned with company objectives.
Compliance and Governance: Ensure all HR practices and policies are in full compliance with Thai labor law requirements, including the Labour Protection Act B.E. 2541 and its amendments. Support implement and enforce global HR policies and procedures, ensuring alignment with local regulations and corporate governance standards. Act as the local PDPA (Personal Data Protection Act) point of contact for all HR-related data matters, managing employee consent and ensuring the secure and compliant handling of personal information. Stay up to date with new or amended legal requirements and proactively advise the HR Manager and business leaders on their impact and necessary changes. Support internal and external audits by providing accurate, well-maintained documentation and demonstrating compliance with all relevant regulations and corporate policies. Support wellbeing action.
Key Measurable Peakon Benchmark Survey, recruitment Time to Fill, Training Budget and Plan - Maintain HR metrics and prepare regular reports (recruitment, training, etc.).
Use HR data to provide insights and support management decision-making.
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