HR Business Partner

Job Purpose This role acts as a strategic partner to business leaders by aligning HR strategies with organizational goals. This role will be supporting workforce planning, talent management, organizational development, employee engagement, and labor law compliance while engaging and supporting business strategies. The HRBP ensures that HR initiatives support both the immediate operational needs and the long-term growth of the business. Job Context Reporting to the Regional HR Manager and working closely with the business, the HRBP plays a hands-on role in ensuring that HR practices are efficient, legally compliant, and supportive of business objectives. The role requires balancing administrative excellence with people-focused initiatives that enhance employee engagement, development and retention. Job Dimensions This role will be based in Rayong, with occasional travel to Bangkok Office and relevant Thai Authorities. The part will contribute to Local HR Team, interface with Global HR and support key stakeholders. The position will report directly to the Regional Human Resources Manager. Key Accountabilities Full Cycle HR Management: Support all stages of the employee lifecycle: onboarding, probation management, performance reviews, promotions, transfers, and exits. Maintain accurate HR records and ensure smooth day-to-day HR operations. Support managers with employee relations, disciplinary actions, and performance management processes. Recruitment & Onboarding: Support recruitment request and report timely filed of open roles. Manage end-to-end recruitment, including job postings, recruitment agencies contacts, screening, interviewing, and offer negotiations. Including permanent & temporary term contracts and Subcontractors. Ensuring a completed set of personal documents for Jobs applications of new hires have been obtained and complied with process. Conduct onboarding programs to integrate new employees effectively into the organization. Stay abreast of recruiting trends and best practices. Woking closely with HR Managers, Management Team, and Hiring Managers to forecast hiring needs and ensure the recruitment process runs smoothly and promptly Talent, Development & Training: Support HR Manager to Identify training needs in collaboration with managers and employees based on business strategy, critical roles and skills assessment. Organize internal and external training sessions, workshops, and learning opportunities. Support monitoring effectiveness of training programs and propose improvements. Assist training Control budget and plan. Facilitate career pathing, succession planning, and performance management processes. Coordinate the submission of mandatory training documentation and reports to the Department of Skill Development (DSD) and other relevant government authorities, ensuring compliance with legal requirements and maintaining accurate training records to support internal and external audit requirements. Employee Relations and Engagement Deliver employee relations consulting across manager and employee concerns and disputes. Provide a dedicated and influential HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters. Coach and guide managers on all policy related issues finding ways to empower managers and enable them to manage their teams effectively. (Leave, Occupational Health, Flexible working etc.) Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management. Maintains an attitude and philosophy consistent with Lucy's standards. Communicating policies on Human Resources, compensation, and benefits. Liaising between employees and management. Support the HR Manager in any Union meetings/ discussions and negotiations. Managing and providing an adequate response to employee complaints. Process employees' queries and respond promptly. Lead Welfare Committee Meetings and discussions. Coordinate employee engagement and CSR initiatives, including annual planning, budget management, and delivery of activities aligned with company objectives. Compliance and Governance: Ensure all HR practices and policies are in full compliance with Thai labor law requirements, including the Labour Protection Act B.E. 2541 and its amendments. Support implement and enforce global HR policies and procedures, ensuring alignment with local regulations and corporate governance standards. Act as the local PDPA (Personal Data Protection Act) point of contact for all HR-related data matters, managing employee consent and ensuring the secure and compliant handling of personal information. Stay up to date with new or amended legal requirements and proactively advise the HR Manager and business leaders on their impact and necessary changes. Support internal and external audits by providing accurate, well-maintained documentation and demonstrating compliance with all relevant regulations and corporate policies. Support wellbeing action. Key Measurable Peakon Benchmark Survey, recruitment Time to Fill, Training Budget and Plan Maintain HR metrics and prepare regular reports (recruitment, training, etc.). Use HR data to provide insights and support management decision-making. Qualifications, Experience & Skills Minimum Qualifications, Knowledge, and Experience Bachelor’s degree in human resources or business management with a minimum of 5 years of progressive HR experience to include Recruitment, Training and General HR activities. In lieu of a degree, 7+ years of progressive HR experience to include Employee Relations. Must be able to complete and pass a pre-employment physical and background check which includes verification of employment and education. Experience in dealing with employee relations issues and bringing them to a positive conclusion. Experience as an HR generalist in manufacturing, commercial and corporate roles. Working knowledge of employee engagement models and practices. Confident oral and written communicator both Thai and English. Strong computer literacy skill set Microsoft Office & HRIS (e.g., Oracle, SAP, and Workday). Knowledge of local immigration, visa and work permit requirements and processes, including the ability to support employees and managers with business travel and mobility-related documentation. Behavioral Competencies Drive to achieve results - sets own standards, checks own work, and demonstrates a positive approach. Detail-oriented attention to detail is essential for this role. Ability to work to tight deadlines and handle high-volume workloads. Strong communication skills with the ability to influence and guide business managers. Judgment and decision making - evaluates key decision-making criteria. Analysis and problem-solving - see various options and decipher and react positively. Working collaboratively - actively contributes to achieving organizational objectives. Confident, proactive, and customer focused approach The process is driven by the ability to drive continuous improvement. High ethics Exhibit taking ownership and passionate. Other Requirements Human Resource Management Certificate or others relevant subject. Member of the Chartered Institute of Personnel and Development or equivalent professional accreditation. Excellent English communication skills. R e s p o n s i b i l i t i e s : 1) Policy Development and Implementation: Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization. 2) HR Frameworks and Tools: Draft HR frameworks and tools for recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, employee onboarding and offboarding, and retention of talent, within an area of expertise, to meet business or institution needs and enable the attraction, development, and retention of talent at a sustainable cost. Ensure compliance with specified design principles, internal policies, and external legal requirements. 3) Information and Business Advice: Provide specialist advice on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others. 4) HR Data Analytics and Insights: Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance. 5) Employee Relations Case Management: Investigate, and propose solutions for, complex employee relations cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions, and ensure all parties complete casework accurately and within deadlines. 6) HR Data Management: Contribute to the development and testing of HR data collection forms or questionnaires in a specific area of expertise to ensure the collection of relevant data in line with defined requirements. 7) Personal Capability Building: Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation, where relevant, to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media. 8) Internal Client Relationship Management: Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans. E d u c a t i o n a l R e q u i r e m e n t s : Bachelor's Degree or Equivalent Level G e n e r a l E x p e r i e n c e R e q u i r e m e n t : Substantial general work experience together with comprehensive job related experience in own area of expertise to fully competent level. (Over 6 years to 10 years) M a n a g e r i a l E x p e r i e n c e R e q u i r e m e n t : Experience of planning and managing resources to deliver predetermined objectives as specified by more senior managers (Over 3 years to 6 years)