Role Overview
The HR Business Partner (HRBP) plays a strategic role in supporting regional business functions across Southeast Asia and emerging markets to build a high‑performance organization. Working closely with senior HR leadership, this role contributes to the development and execution of people strategies that are fully aligned with business priorities and long‑term growth plans.
Key Responsibilities
Partner with regional HR leadership to drive HR strategies, company-wide initiatives, and transformation projects in line with business direction.
Provides professional guidance across core HR areas, including talent acquisition, performance management, reward and benefits, employer branding, and employee-related matters. It also supports initiatives in learning and development, talent and leadership development, employee engagement, industrial relations, and internal communications.
Collaborate with senior business leaders to design and implement effective HR practices, processes, and frameworks across the region.
Act as a trusted change partner, supporting leaders in building a high-performing, resilient organization.
Foster a constructive and positive employee relations climate, particularly in complex or changing environments.
Ensure ongoing awareness of labor laws, employment regulations, and market trends to maintain full compliance across relevant markets.
Serve as the primary HR point of contact for employee relations matters, including manager–employee issues, policy interpretation, investigations, workforce changes, and organizational restructuring.
Provide sound HR advice to managers and employees, ensuring alignment with local labor laws as well as global and regional guidelines.
Qualifications & Experience
Bachelor’s degree in Human Resources or a related discipline; a Master’s degree is advantageous.
Approximately 10–15 years of HR experience, ideally within a multinational manufacturing environment.
At least 5 years’ experience in a senior HR leadership or business partner role, preferably within multinational or FMCG organizations; manufacturing exposure is a plus.
Strong knowledge of local labor and employment legislation within Thailand; regional exposure is advantageous.
Broad expertise across HR disciplines, including organizational development, talent management, employee relations, recruitment, and total rewards.
Demonstrated interest in HR innovation, continuous improvement, and modern people solutions.
Strong interpersonal and communication skills, with the ability to engage effectively across all organizational levels.
Proven capability to partner with senior leaders and support change management initiatives.
Solid project management, operational, analytical, and problem-solving skills.
Ability to manage multiple priorities independently in a dynamic environment.
Willingness to travel for business as required