Overall HR Funtion

Section Manager learning System & Performance assessment.People Planning Review i.e. Succession Planning, High Potential Identification- Design & implement Talent Development & tools; HIPO/Successor Development Program, Leadership Development program, Mentoring Program, On-boarding Program- HR operation strategies through the HR Big 4 dimensions; Managing Talent, Building People Capabilities, Creating Employee Engagement and Driving Organization Effectiveness- Develop and improve the Performance assessment process to have the highest efficiency.- Supervise the PA evaluation process to be in keeping with the company’s evaluation - Oversee the working of the PA Workshop from preparing training up to communicating the PA Process to other departments correctly according to the set processes. - Supervise the review of employee’s KPIs to be in line with the KPIs and objective of the Department up to verifying the PA evaluation of each department to be according to the set plan.- Take part in setting strategies and plans of human resources development to be modern, effective, and in line with the strategies and objective of the company

• Handles all the end to end recruitment and facilitates the selection process in accordance to the established procedures & processes for the following.• Handling brief phone interviews with candidates and evaluate applicants to ensure right attitude and personal values to the organization through assessment tools.• Recommending potential candidates to the management.• Perform searches and direct approach for qualified candidates according to relevant job criteria and utilize various effective channels and tools to attract best fit candidates.• Developing recruitment tools.• Partner with field managers to ensure performance management and compensation plans are administered in a manner consistent with business.• Manage recruitment activities including manpower planning.

Responsible for all the recruitment process and recruitment site work contract of employment.•Study Organization (Organization Structure) HR system to improve performance.•Job Analysis (Job Analysis) in location to assign responsibilities to lead to the recruitment Drag effectively.•Planning (Manpower Planning) by analyzing the workforce in organizations of all sitework.•The methods of recruitment and selection (Recruitment & Selection) to get the right personnel on the job and the organization well.•Co-created and presented benefits and welfare. Other (Compensation & Benefits) of the company and can encourage employee morale and readiness to work with the organization forever.•Coordinate the evaluation of the performance (Performance Management System) based results of work (Results) and work habits (Behaviors) were used to measure the performance of employees.•Management of Labor (Employee Relations) as a medium of communication. Bringing new personnel management system in the organization. Administered by the employees participating in the plan to work. Offering employees the opportunity to improve. The solution allows employees to work satisfaction and consented to work together.

Employment 1.Recruitment to the interview screening and selecting a qualified person for a job. The development stages of the recruitment process include job analysis. Developing person specification the sourcing of matching candidates to job requirements and screening individuals using testing skills or personality assessment of candidates with organizational requirements by interviewing and other assessment techniques. Establishes and leads staffing practices and procedures necessary to recruit and retain an effective workforce. 2.Accountable for recruitment procedures for all positions 3.Creates the annual plan for staff recruitment and annual recruitment budgeting 4.Supervises all outsourced employment contractsTraining and development personal in organization. 1Create and oversee individual development plan (IDP), roadmap , public training , In house training & training plan year Etc. 2. Employee activity enhance positive working relationship among the organization and include process gap analysis for employee for development level more. 3. Directs a process of Employee organizational development planning, Strategic & Business Plan & Annual Budget over all that evaluates structure, job design, and personnel resources for the company. Ensure optimal staffing levels. 4. Directs a process of organizational development that addresses issues such as succession planning, workforce development, key employee retention, organization design, workflow efficiency and change management.Employee Relations 1. Build up close relationship between the company and employees by enhance positive working among the organization and include process gap analysis for employee for development level more. 2. Industrial relations (Good Knowledge of Thai Labour Laws) investigate and supervise investigations of issues affecting employer/employee relations or compliance with regula