Senior Manager, HRBP

The Senior Manager, HRBP serves as a strategic advisor to the Country General Manager and leadership team, partnering with the Regional HR Director to drive business performance through people strategies. The role involves translating business strategy into workforce solutions, leading organization design and workforce planning, and managing employee engagement and wellbeing initiatives. Additionally, the position covers talent acquisition partnership, performance management, and ensuring compliance with Thailand employment legislation.

Translate business strategy into people and organizational strategies, proactively identifying workforce risks, capability gaps, and culture implications.

Coach and influence leaders on people leadership, organizational effectiveness, and decision-making.

Lead organization design reviews, role clarity, and structural optimization to support business expansion.

Drive workforce planning, headcount governance, and succession planning for critical roles.

Own and lead the employee engagement agenda, including planning and conducting annual employee pulse surveys.

Partner with the Regional Talent Acquisition team on workforce demand planning and hiring prioritization.

Lead talent identification, succession planning, and high-potential development initiatives.

Provide senior-level advisory and hands-on leadership in managing complex employee relations matters.

Partner with Regional HR on compensation reviews, incentive plans, and rewards governance.

Lead local execution of regional and corporate HR initiatives, acting as a change agent during periods of growth.

Bachelor’s degree in HR Management or a related discipline.

Minimum 12 years of progressive HR generalist experience, preferably in a multinational, matrixed, and growth-oriented environment.

Demonstrated experience operating as a senior HR business partner to business or country leaders.

Strong knowledge of Thailand employment legislation and statutory requirements.

Proven advisory, consulting, and problem-solving capabilities; able to influence and challenge stakeholders with credibility.

Strong commercial acumen with the ability to balance business outcomes with employee advocacy.

Experience handling complex employee relations and organizational challenges independently.

Excellent communication, facilitation, and stakeholder management skills.

Comfortable operating in ambiguity, with a proactive and solution-oriented mindset.