概要

• 給与

  35,000 THB ~ 45,000 THB

• 業界

  Manufacturing(Other)

• 仕事内容

  1. HRBP & Organizational Development
  - HRBP Function: Act as an HR consultant to the Production Manager and supervisors to understand shop-floor pain points such as absenteeism, tardiness, turnover, or low production efficiency, and collaborate to identify solutions
  - OD Implementation: Design and improve organization structure and define job functions for each factory team to align with business objectives
  - Culture & Change Management: Drive corporate culture and core values, and manage change when new technologies or standard systems are introduced in the factory
  - Workforce Planning: Analyze and plan strategic headcount together with production to calculate capacity and productivity per head
  
  2. Human Resource Development
  - TNA & Strategic Training: Analyze training needs at the organizational strategic level and develop the annual training plan
  - Skill Matrix & Multi-Skilled Development: Develop, enhance, and monitor the skill matrix and competency framework for leather-tanning operators, graders, and sewing operators to build a multi-skilled workforce capable of job rotation
  - Succession Planning & Talent: Support succession planning and identify high-potential employees (talent) in the factory for development into future supervisors
  - Coordinate and handle documentation with the Department of Skill Development for tax-related benefits
  
  3. Performance Management System
  - Design and improve measurable performance tools (KPIs & competency) for both office and production lines (e.g., measured by waste rate, yield rate, or sewing output)
  - Drive the full PMS process from goal setting and mid-year review to year-end evaluation
  - Use evaluation results to create Individual Development Plans (IDP) and coordinate transfer of information to recruitment/compensation teams
  
  4. Recruitment & Engagement
  - Plan and conduct proactive recruitment for specialized craftsmen in the leather industry and for production workers
  - Screen, interview, and coordinate skill tests prior to hiring, and manage onboarding processes
  - Design employee engagement activities to reduce turnover, particularly among operational-level workers