(HR, GA, IT, SAFETY, ISO 9001 & 14001, Purchasing and Accounting) Responsibilities: Provide HR & Administration solutions that align with company strategy and target Address employees concerns related to company policies and procedures Provide employees who have qualified skills and knowledge to work in company Establish HRD strategies and programs to enhance employee skills and performance, aiming for a highly competent workforce and a positive work environment. Foster a culture of continuous learning and professional growth Monitor and promote employee performance and implement strategies for performance improvement, employee morale, engagement, and satisfaction Make sure that all applicable laws, rules, and corporate policies are followed. Control the order details into internal databases and maintain updated records of purchased products, delivery information, and invoices. Overall operation, maintenance and upgrading of hardware and software for all IT Systems and infrastructure within the company, including internet and email services. Ensure adherence to safety and environmental, ISO regulations, culture and practices within the factory and company Monitor and review accounting work including BOI, reporting function, tax function and supervise a daily operation of accounting team and other assignments assigned by Managing Director and headquarter Managing 9 staffs (Accountant / Administration / Purchase and Safety & ISO) Other assignment as per company order (GA, IT, Safety, ISO 9001 & 14001, Purchasing and Accounting) Achievement: Build automated HR processes and track all employees’ data, including employee engagement metrics, retention and productivity stats, career path ratios, quality/cost-of-hire, and even improve. Determining where to open new sites based on employee types in different locations (e.g., offering local contractors full-time employment at a new, localbranch) Setting KPIs and garnering insights on data around attrition, retention, and tenure rates to reduce recruitment costs Accurately track and identify gaps in the workforce’s skill sets and offer curated professional training and education programs to align team members with evolving business needs Identify which individuals have underutilized skills and who may be suitable for reskilling or retraining to fill new positions, ultimately cutting costs on external recruiting programs Initiated a cross-departmental task force to re-evaluate HR, GA, Safety & ISO, IT Purchase and Accounting processes, leading to the elimination of redundant tasks and a 15% reduction in operational costs. Reason for leaving: End one’s contract and seek a permanent job with security

Responsibilities: Reported to GM – Administration (Japanese) with team of four people Introduced and designed the transformation of a new HR system for the company (Job grading, Evaluation system, Compensation system, PerformanceManagement system, Talent management, Succession plan and competency) Designed Human Resources Development (especially for manager level) Recruited Mid-career and New Graduated (Engineer and Support Functions) Reviewed and revised a Team’s job scope to align with new HR Strategy Formulated HR medium term plan to align with business direction Set HR annual budgeting Other tasks as assigned by the management Achievement: Drove new HR fundamental set up to improve staff morale, staff engagement and staff retention Designed and developed program to motivate and maximize the potential of new generation employees by creating a workplace where they can voice out their opinion, share their ideas with their manager and senior management Shared HR best practice with other two Fujitsu subsidiaries (compressor/plasticinjection) Reason for leaving: To relocate back to bangkok due to mother's serious health's issues

Responsibilities: Dual reported to Thai Director – Administration and President (Japanese) with team of 42 people with 6 direct reports Joined the company after a take over by a new owner (Foster Electric Japan) Provided partnership, consultation, and support a full range of HR and administration areas to drives business and company goals Managed and oversaw the full scope of administration initiatives included aligned top priorities, identified investment in system and building capabilities needed to achieve the strategy, issued and removed barriers impeding the success of the business (human resources, general affair, safety, IT andpurchasing) Developed, implemented and managed full spectrum of HR overall functions included policy management, workforce planning, recruitment, compensation & benefits, people development, performance appraisal, organization design, expatriate management (hiring, relocation and related matters) Managed and controlled the payroll, welfare /compensation and benefit, recruitment for all levels and employee relation Controlled all necessary preparations regarding new employee employment such as orientation basic training to each section (including safety, general affairand IT) Reviewed and controlled the company’s regulations and welfare in all administration functions Reviewed and managed training needs survey, training as well as monitored plan included safety, general affair and IT Coordinated with government offices such as the Social Security Office, Department of Labor Protection and Welfare and other related government offices all related to administration department (safety, general affair, purchasingand IT) Prepared monthly report (HR, GA, Safety and IT), analyzed data and submitted to the management Achievement: Spearheaded turn key project of 2 new plants, from start to commissioning, for a new owner (Foster Electric Japan), helped grew a company from 50 – 1,200 employees in 3 years Aligned and cascaded Foster Electric group policy for the 2 new plants (Singburibase) and Foster Trading - Thailand Reason for leaving: No career path

Responsibilities: Managed small businesses (coffee shop, trading, gaming) with friends Reason for leaving: To return to corperate

Responsibilities: Dual reported to Executive Director – Thai and Managing Director (Korean) with team of three people Pioneered the set up of full range of Human Resources functions included payroll, recruitment, training & development, compensation & benefits, employee relation, performance management, company/ HR policies and procedures, HR strategy and etc. Managed General Affair’s functions for the company such as facilities, travel procedure, accommodation and visa (Non-B Visa and other Visa Class), work permit for expatriates applying in Thailand and etc. Other tasks as assigned by the management - Managing Director, APAC Project Director (Korean) and Executive Director (Thai) Achievement: Partnered with the business and Hiring Managers to understand the recruitment needs/ pipeline over the next 12 – 18 months and agreed on target hiring numbers for mass recruitment strategy in the new organization Designed and developed an organization structure by working closely with Hiring Managers in identifying key candidate requirements and agreeing on the recruitment strategy, SLA and respective roles and accountabilities Reason for leaving: Contract expired, to set up a business with friends

Responsibilities: Dual reported to GM – Corporate Units – Thai and GM – Japanese with team of three people. Dotted line with ASEAN HR Manager (Singaporean) Worked as a strategic partner with the management to drive and make the company more inclusive and diverse Developed and implemented new HR strategy, balanced scorecard to align with the corporate direction (Vision, Missionand Value) Revised corporate policy and procedure to comply with labor law and all regulations from South East Asia regional Office (Singapore) and HQ (Japan) Revised and improved the company’s total remuneration structure include salary structure, organizational wellness & health conducted by Mercer methodology Conducted and summarized HR Analytics to predict HR Trend for the management Oversaw HRIS such as time attendant, payroll analysis and tracking, labor turnover and survey to build team work by developing employee relation and engagement program Maintained and implemented new systems with Mercer methodology i.e. organization structure, job description of all positions, MBO, competency and 360 degree feedback, KPIs, succession planning and etc. Developed and implement performance management system, assessment, talent management program, career development program, succession plan and leadership program by working closely with AON/ Mercer, ASEAN HR Manager and six HR Leaders of NSK TH Group Handled other HR & GA assignments from the management such as office preventive maintenance, maid services, messenger services, and office renovation supporting branch operations, business plan and etc. Achievement: Successfully developed and implemented the NSK – Thailand new HR group strategy that aligns with the business strategy, Global HR Vision and the long- term business objectives. Worked closely with HR ASEAN Manager, Head of Finance, Head of Sales and Head of Engineering Operations in establishing and executing the NSK's strategic plan in HR and People Management Strategies, policies and processes for Thailand group Successfully led HR transformation and organization development project to support a rapid business growth, to align Thailand Succession planning management, Crisis management/ Communication, Compliance and Learning & development policy for NSK Group (4 companies) in Thailand Reason for leaving: To take a challenge in setting up HR functions for a newly established company, 1 year contract. Then to become an entrepreneur by setting up a business with friends.

Responsibilities: Dual reported to HR & GA Manager – Thai and Administration General Manager (Japanese) with team of four people Provided effective guidance and support to line managers for selecting, recruiting, placing, orienting and training new employees. Developed recruitment strategy based on manpower requirements. Revised Job evaluation, job and position classification and grading by Hay methodology, set HR budgeting, Manpower Planning, re-designed Organization Chart Provided the summary of HR compensation & benefit scheme and Management for all employees and new comers e.g. salary, bonus, sales commission and allowances with labor cost analysis and any other related issues. Participated in local/ industry salary survey and benchmarked with the recommendations by Hay methodology and reports. Coordinated with Labor Union and had regular and active involvement in organizing sports and social activities, thereby contributed to building good employee/company relations (employee’s club, sport, party, walk rally, CSRprojects) and negotiated about yearly bonus with merit with Labor Union Monitored the achievements of training master plan and gap analysis including in-house training, external training, and education program by partnering with qualified external vendors, internal trainers and company’s management team Oversaw General Affairs i.e. office supplies, uniforms, service contractors, security services, canteen concessionaires and service providers, VISA/Work Permit for Expat Achievement: Managed the full spectrum of Human Resources functions include recruitment, compensation and benefits, performance management, employee relations, Union Collective Bargaining Agreement (CBA), training and development Reduced staff turnover from 21 % to be 7 %, increased employee satisfaction, and improved productivity, conducted HR analytic from the result of employee engagement survey to predict employee values and develop company values Reason for leaving: Career advancement and new challenge with a non-Thai company

Responsibilities: Dual reported to Recruitment Manager – Thai and HRM - AVP (Thai) Handled recruitment end-to-end process, maintained and updated existing sources and searched for new efficiency sources Prepared employment contact and related hiring documents and Control documents according to company standard / Pre - Orientation Coordination / Prepare and summary staffing and resignation report Other tasks and/or projects as assigned Achievement: Developed Recruitment - Center focusing on advertising and branding for vacancies and employer branding base Decreased critical position time to fill ratio by 48% Saved HR budget for labour cost and recruitment cost for THB 3 million by analyzing and bench marking the required positions, turned permanent staff to temporary, outsourced PC Trainees instead Reason for leaving: Career advancement