Key Responsibilities: Policy & Regulations: • Ensure the company’s Policy & Regulations updated according to labor law and necessity of the society, and standard of industrial operation or best practice. • Communicate the necessity of changes and amendments of the company’s Policy & Regulations clearly to all employees. • Be the key point of contact and coordination for any issues that may arise related to the company’s Policy & Regulations with labor union, employees, government officers and external authorities. Strategic HR Planning: • Partner with senior management to align HR strategies with business objectives. • Identify HR metrics and analytics to inform business decisions. • Drive initiatives related to organizational development and change management. Recruitment and Staffing: • Oversee the recruitment process including job postings, screening, interviewing, and hiring of qualified job applicants. • Collaborate with departmental managers to understand clearly about the scope of jobs, skills and competencies required for opening positions. • Implement effective sourcing, screening, and interviewing techniques in order to get the right man into the right job smoothly. Employee Onboarding and Training: • Develop and conduct new hire orientation and employee onboarding. • Develop and manage training programs to ensure employees are equipped with necessary skills. • Monitor and evaluate the success of training programs. Performance Management: • Develop and implement the new performance management programs. • Provide support and guidance to management and staff on employee performance issues. • Conduct performance appraisals and coordinate feedback sessions. Employee Relations: • Serve as a point of contact for employee concerns and questions. • Mediate and resolve employee disputes. • Promote a positive and inclusive work environment. Compensation & Benefits: • Plan and maintain the standard of compensation & benefits according to standard of the same industrial. • Plan and negotiate with welfare committee and labor union for new compensation & benefits request by them. • Ensure payroll process each month flow smoothly, on time and no issues. Learning & Development: • Coordinate and communicate with departmental managers to identify skill gaps & training needs that suitable for each department. • Develop in-house training if possible and use external training in case that we cannot develop in-house. • Evaluate the effectiveness of training through feedbacks, assessments and performance metrics. : 15 years (2000-2015) o MFEC & Schenker/4years ▪ Network Engineer & Senior System Engineer o Ampacet Asia/7years ▪ IT Network Administrator ▪ IT Manager o NIIT Technologies/4years ▪ Infrastructure Manager (manage team about 20 people) ▪ Project Manager / IT Service Manager (manage team about 20 people) Strengths & Abilities 1 Principle Based Management (PBM) Mindset 2 Strong Analytical Skill + Problem Solving Skill 3 Growth, Proactive, Strategic Mindset + Habit 4 Logical Thinking + Interpersonal Skill (Had experience with Labor Union) 5 High Self Awareness, Concentration, Wisdom/Clarity to Understand Complex/Ambiguous Matters and Situations smoothly and effectively 6 Strong leadership + EQ (Emotional Intelligence) Skill 7 Excellent in English communication Skill (TOEIC Score 855) 8 Quality Management Skill (Being ISO 9001 QMR – Quality Management Representative) 9 5S/Kaizen/Improvement Skill (Ex. Cost Saving Project: Electricity Cost Saving 70-80KBaht/month) 10 Proficient in MS Office (PowerPoint, Word and Excel) and familiar with IT systems 11 Intensive Knowledge of MS Excel + MS Excel for Data Analysis Skill 12 Human Expert & Learning Expert (For Example, I Can Overcome the Limitation of English Barrier by My Unique Way ofLearning & Training Myself) 13 AI (ChatGPT) Skill 14 Training & Coaching Skill 15 Deep Understanding - The Important & Crucial Role of Excellence Culture for Maximizing People Performance & Organization Performance in Long-Term Strategy of the Company 16 Inter-Department Coordination Skill