Work experience

• HR leader coordinator manager

  Summit Auto Seat Industrial Company

  2024.09-Current

  (a year)

  Business type: Automotive manufacturing · Legal compliance to have a fairness between company and employee. Achievement and saving: To announce clearly who will entitle annual leave as company specify annual holiday To drop labor union demands with the reason of membership below than labor relation law define To change 2 round salary payment to be one time per month To convert some benefit to compensate with minimum wage increase · Transform classical HR to be hybrid HR due to prepare for generation z will be a member of organization in current and future · Emphasis on Human right and communication through wide company via training and test · Action to serve transformation install code of conduct be a mindset of people · Focus on people self development and assessment in first phase by internal share and learn and KPI installation then quarterly KPI assessment an rewarding · Activities to support happy workplace survey an opinion, on festival as new year and songkarn to have a respect culture each other as send colleague back to home and said hi by giving chocolate on first day work, Monthly group birthday celebration · Next plan within this year competency implement and assessment and individual development plan Inpay(Thailand) company Present position : HR Manager Business type: Money gateway Oct 2023 to Aug 2024 · Plan and recruit customer service colleague to fill vacant position to achieve quarterly budget with various method and within hiring budget · Emphasis on employee relation to regulate and plan to communicate to have employee understood and familiar then respect to company rule · Implement activities to melt employee behavior to have them focus on team work not individual and close gap among colleague · Design on performance appraisal in criteria of performance improvement and special award in term of fast learning · Scheme of benefit and reward that proper to keep retention better · Focus on communication effective to have employee convenient to get necessary information · Concentrate on coaching and role play to improve as company want to be
• HR Manager

  Tesco

  2014.04-2022.12

  (9 years)

  Business type: Transport , Manpower budget 2,000 persons · Responsible to manage manpower of driver in establishing resources of manpower by several method as provide a driving training to public in order to build up our band name to public. · Initiate and implement the various aspects as below to achieve the employer of choice -Compensation: focus fairness, reasonable, job secure -Social responsible: focus respect legal, respect family, respect each other -Environment friendly: focus low pollution emission, road safety awareness -Quality life: focus wellness, work life balance, happy workplace -Quality society: polite, care, harmony, innovation, continuous learning · Initiate and build up Cooperative saving in the work place in order to influence people relation · Initiate to develop a career path of management level through competencies and IDP for behavior and capability improvement · Responsible to plan the annual budget both traditional and strategic for the next fiscal year due to support the employer of choice scheme and knowledge development · Change in recruitment process from reactive to proactive as opening the up skill training program which increase speed to fill gap of vacancy and using technology · To fine tune the attitude of drivers in implementing of behavior measurement indicator and will affect to individual salary adjustment and budget to increase salary of driver community. · To fill gap between white collar and blue collar due to aim a harmonious team work by observing and survey attitude and gather information to plan and design core training course. · Initiate a center of engineering knowledge sharing to enhance capacity of basket washing business
• HR manager

  Banpu public company limited

  2007.01-2014.01

  (7 years)

  (Base in China-Henan) Business type: Energy. We are JV company which name Hebi Zhong Tai investment between Thai and Chinese-SOE. Employee 4,000 persons · Leading all activities around organizational design, HR strategies as well as operational duties for C&B, staffing, people development, leadership development, employee and labor relations, expatriate administration and internal communications. · Trained middle management team on training techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound training skill. · Trained middle management team on communication techniques that contribute to get efficient communication among the team. · Co-developed company's standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes. · Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity. · Updated orientation program to include HR information and company culture. · Restructure of organization to improve company economic and productivity. trained manager and associates on procedure of dismiss case · Organize half year business performance meeting. · Revised old salary structure and redesign to have managerial track and professional track to have a clear picture of who work in the technical field and increase their morale. · Initiated QCC activity to be the tool for cost saving purpose as company direction and team learning. · Trained team leader on integrity competency in order to fill their gap and trust development. · Brought payroll system into full compliance. Trained managers and associates on procedures to follow in case of absent. · Implement competency and IDP to develop the people capability and be the methodology of succession plan · Reduced work force by 35% without service interruptions in less than 120 days after start up. · Maintaining relationship with government agencies on behalf of the company. Air trane Employee 500 persons Business type: Manufacturing. 2005 -2007 The last position is HR manager. · Leading a plan in changing HR role from technique to be a strategy in order to serve the company safety mission by campaigning a family happiness, safety and proud to work that align with HR system, training, employee relation activities, measurement, and rewarding. · Acted as liaison between union employees and management. Analysis and resolved personnel grievances. · Researched and revised welfare and benefit restructure. Increased employee satisfaction ratings through opinion surveys. · Developed and implemented annual HR plans. · Evaluated processes to improve processes and employee morale. Reduced absenteeism and tardiness by 25%, increased productivity and service quality in a multicultural union work environment. · Reduce manpower cost to rearrange the working shift and hiring temporary and outsources. · Instituted team concepts to support training which reduced, internal rework and scrap by 75% within 90 days. · Working line manager to developing crucial workforce skill by designing skill mapping, training and retention program. · Leading develop, redesign employee reward in aligning HR delivery in order to optimize production output and quality. · Leading develop and action plan to implement hazard mitigation program and key safety metrics to be proactive of decreasing injury in result of medical expense saving, working hours saving and optimize production output. · Influencing labor union team to send the relation best practice between labor union and management to complete which host by labor institute and we were gotten good relation employer award from ministry of labor institute. This activity is one of other action plan to prevent employee strike during renewal collective labor contract negotiation. · Oversee out source labor skill improvement due to treat them as fare basis and setup project reward sharing for whom is good behavior and better performance. · Influencing managements to interesting self learning that self learning course is providing by head quarter and set up amount of certificate become managements team interesting of learning indicator. Big c Employee 400 persons. Business type: Retail and service. 2003 – 2005 The lasted position is HR manager. · Leading to design HR driver, metric, action plan to serve company business strategy · Influencing line manager plan to communicate employee to understand the HR policies which disseminate from headquarter. · Leading to design manpower of back office to be proactive service function in relating to set up HR metrics in relating supporting front line performance. · Working with line manager to assess department performance driver and plan to improve department performance. Improved customer service indicators, including on-time delivery and customer return, by 100% in 120 days. · Leading to initiate activities to improve cashier performance. · Establishing employee relation program to enhance our employees and sale representatives from outsource to have a good cooperation within the workplace. Tesco lotus Employee 400 persons Business type: Retail and Service 2000 – 2002 The lasted position is HR manager. · Manage all human resources function that including hiring, training, and personnel development. · Adept at employee assessments on key success factors to improve performance. · Schedule to ensure adequate staffing. Developing search specifications, launching numerous sourcing strategies to fill positions, and providing weekly status and activity reports. · Effectively resolve disputes and customer service issues. Working with GM and line manager of investigating the customer complaint and cooperate the training center to design the training material and schedule the training class for the focus group and set up the measure to follow up the progress. · Administer payroll including benefits. Ensuring company didn’t pay the benefits for which employee doesn’t eligible. · Coordinate between store and corporate executives. · Conduct an exit interview using the data to revise the HR management system and to reduce volunteer resign rate. · Leading to design employee suggestion scheme to motivate employee suggestion and give rewarding for the suggestion and more rewarding in effective implementation suggestion. · Establishing employee welfare committee to be representative among employees in order to improve internal communication. Reduced employee grievances rate. · Responsible routine work as absenteeism, sale floor service monitoring and to be the dual vocation lecturer. Hipro electronics public company limited (Taiwanese company) Employee 2,000 persons. Business type : manufacturing. 1991- 1999 The last position was HR and Administration Manager. · To establish the guideline of relation among people by prepared and updated HR policy to comply the labor law. · To have people understood their role and be a qualification of recruitment and training by providing and assist manager to prepare job descriptions. · Initiate the competency dictionary of significant position due to be a manual for development plan and a tool of target interview to select a short list candidate. · Initiate people engagement to make a good relation pillar among people by focusing on communication to set up welfare committee, door-open policy, suggestion and relation activities. · Be a partner of business to consult team in regarding of labor law and the method of solving people issues. · Monitor both external and internal factors and set up the plan to prevent the people issue that will affect business. · Maintaining a good relationship with government agencies, labor union representative, HR association. · Designed and discussed to have an employee incentive programs in place due to support productivity increasing. · Design and update the performance review base on culture and business requirement due to be a guideline of people to fine tune attitude and behavior to fit · Leading outsource hiring of manufacturing associates in some process to mitigate turnover rate. · Be a steering team in assisting to support ISO certification implementation. · Initiate saving cost to reduce recruitment cost by coordinate with vocational institute to allow internship program for student. · Advise expats to better understanding Thai labor law and ensure good compliance act to the matter of relating Thai labor law. · Leading a plan in retaining employee during plant relocation from Bangpakong to Sriracha K cotton company (Taiwanese company) Employee 1,500 persons Business type : manufacturing. 1989 – 1991 The lasts position was HR staff · Responsible in area of HR as recruitment, payroll, employee relations and be a representative of managements team in labor collective contract bargaining. Familiar experience. · Be familiar with the 5s and ISO 9000. · Be familiar with the six sigma and lean organization. · Be familiar with the key performance indicator organization. · Be familiar with the OSHAS. · Be familiar with business risk management program. · Be familiar with the Labor union and labor union contract renewal. Effective training course. · Key performance indicator. · Balance score card. · Performance management. · Strategic compensation management. · Team building. · Supervisory skill. · Contemporary human capital management. · Risk assessment. · Coaching program
• Linfox transport (Thailand) Ltd