Total 11 Manager level Human Resources job vacancies in Bang Kapi District, Bangkok

The incumbent is responsible for providing direct advice and counsel to the FAA executive cadre (Assistant Administrator, Executive Directors, International Regional directors, and the Regional Administrators for all of FAA's nine regional offices) and supervisors who manage over 300 authorized positions; developing workforce plans; coordinating agency-wide policies, strategic analysis, and programs to accomplish APL and agency-wide aviation policy objectives.

Directs the work of subordinate employees for multiple programs and across multiple functions and/or disciplines within APL. Plans work to be performed by team members and assigns projects and tasks to team members. Gives advice, counsel, and instruction to team members on work assignments and meeting customer service standards. Manages the day-to-day performance of team members. Managerial duties include strategic planning, communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating the performance of organizational units, managers, and employees; coaching and developing staff and organizational capabilities; approving leave; and taking or approving corrective or disciplinary actions as appropriate. Fosters a diverse, collaborative, and mutually supportive working environment.

Manages a wide range of staffing duties and functions in developing, implementing, and administering the staffing activities necessary to properly execute the organization's workforce plan and achieve management goals and objectives. Interprets agency human resource policy and implements procedures to ensure compliance across the APL organization.

Leads the execution of the organization's workforce plan. Formulates APL staffing plans and works with individual offices to develop strategies to address future workforce needs. Performs analytical, forecasting and interpretive functions associated with the management and control of resources or positions. Tracks and controls staffing for special programs.

Analyzes the workforce to predict potential workforce issues and proposes preventive actions to prepare for future staffing needs. Conducts studies of workforce attrition to develop metrics used to measure employee attrition rate and to identify anticipated vacancies; works with management to resolve attrition issues.

Coordinates, oversees, and manages the APL performance management programs. Provides effective performance management oversight and support to ensure compliance with regulations. Evaluates and provides guidance to management on performance management policies and procedures.

Applies experience and comprehensive knowledge to provide all organizational elements within APL, management advice, counsel, and assistance concerning goals, objectives, and activities connected with APL operations, administrative functions, and program/position management. Performs continuous review and analysis of existing human resource programs, procedures, and practices to determine if new or revised policies or actions are necessary by changing domestic or international requirements. Takes or recommends appropriate actions.

Performs analysis of new or proposed regulations to determine impact on, and applicability to FAA employees serving at or returning from posts in foreign areas. Advises all agency elements regarding current allowances prescribed in foreign countries and international organizations. Coordinates and/or proposes to State Department changes, as required, based on date generated by experience with the FAA overseas problems. Communicates APL policy positions and/or determines the necessity for either internal or FAA-wide procedures, directives, and guidelines.

Is responsible for overall effectiveness and coordination of APL staffing and performance management programs. Interfaces with Human Resource Management (AHR), other APL staff, FAA lines of business, other agencies and embassies.

As a Resource Manager, you will:

• Perform an in-depth rigorous analysis including reviewing, editing, and consolidating budget submissions from offices and bureaus by employing analytical techniques such as cost-benefit analysis, program trade-off, and alternative methods of funding to ensure that balance is maintained among programs and that resources are used in the most efficient manner.
• Pursue alternative additional funding for unfinanced programs, and unfunded requirements (UFRs) and conducts costs benefit analysis and economic analysis, and independent government estimates for new and ongoing projects.
• Utilize budget execution policies and procedures in order to recommend requests for reapportionments, supplemental appropriations, deferrals, and rescissions of funds.
• Advise and assist CFO and senior management with development of acquisition strategies to include preparation of performance work statements, independent government cost estimates, source selection plans, and justification documentation for office automation and professional service contracts.
• Maintain knowledge of new trends, systems, policies, and guidance including planning, programming and budget execution, and budgeting techniques to obtain timely resources to support new systems and equipment.
• Analyze new or proposed legislative actions and executive, federal regulatory guidance, policy, requirements and initiatives and assesses impact on program policies, processes, goals and objectives.
• Make formal and informal presentations outlining the history, current status, and objectives of the organization to explain policy, planning, and financial requirements for the projects.
• Serve as advisor and consultant for budget/financial management programs for each office and bureau. Provides advice and recommendations for development of short and long-range resource requirements.

This position is in the Office of the Chief Administrative Officer (OCAO), United States Capitol Police (USCP or Department).  The OCAO has central responsibility for the managerial and administrative operations for the Department.  The Chief Administrative Officer (CAO) leads the OCAO and is directly responsible for the human capital, information and technology, financial, procurement and acquisition, and general administrative services for the Department. 

The incumbent of this position serves as the Department’s Program Manager for Strategic Workforce and Human Capital Planning and reports to the CAO.  The incumbent is responsible for providing advice and guidance to top executives and managers on the impact of Department policies, proposals, and decisions on strategic human capital, workforce planning, and resource allocation.  Possesses broad and in-depth federal human capital technical expertise.   Plans, directs, and administers technical advice, assistance, and guidance to Department Bureaus and Offices on staffing strategies, resource allocation, workforce planning and modeling. This position exercises the full range of supervisory authorities and responsibilities in directing and managing the work of a subordinate staff. 

As Program Manager, the incumbent exercises delegated authorities on a regular and recurring basis.  As an expert on workforce planning, the incumbent practices a continual process used to align the needs and priorities of the organization with those of the workforce to ensure it can meet its legislative, regulatory, and service requirements and organizational objectives. This involves complex analysis and forecasting, along with  the application of statistical and operational research methods, management and organizational development theories and concepts, and human capital practices to fulfill USCP’s mandate and strategic objectives.

Analyzes and reports on the implications of alternative workforce models and out year plans, including impacts on budget formulation and execution, as well as hiring and training strategies and resource allocations. Activities involve sensitive issues, gaining the required commitment from competing interests, and fundamental changes to organizational alignment and other processes, which enhances the management of the Department’s workforce.

About the job

We are looking for a Country HR Manager to drive the people agenda of IKEA Thailand. You will be a key contributor to the country Management Team and lead the People Forum. Together with the Store HR teams and Ikano Retail global HR team, you will establish IKEA as a preferred employer in Thailand by attracting those who share the IKEA values, ensuring a systematic development for all co-workers, inspiring the co-workers to perform and remain with us.

Your assignment

• Responsible for the Service Office Retail Thailand headcount plan, long-term resource projections, staff cost budgeting, forecasting and follow-up.
• Responsible for the recruitment and on-boarding of all SO Retail positions including the Customer Contact Centre. Ensure that the yearly Performance Evaluation & Development Plan and salary review process is handled in a professional way. 
• Drive people activities and co-worker engagement in accordance with the HR Year Cycle of Ikano Retail. Actively contribute to develop enough well-qualified successors for all key positions.
• Serve as functional manager to the Store HR Managers and MMA Learning & Development Manager. Organise the necessary team meetings to share best practices, align and follow-up on all people actions. Act as Chairperson of the country People Forum. 
• Reinforce and strengthen the IKEA Values by communicating, promoting and behaving in accordance on a daily basis. 
• Challenge and improve HR-related framework, guidelines and SOPs to meet and anticipate business needs and market trends. 
• Ensure that IKEA Thailand follows national legislation, regulations and valid agreements in the labour market, as well as compliance with IConduct, HR Policies, Rules and Guidelines.
   

Role purpose

The Talent Acquisition Manager is a critical role in the Country HR team and will lead the recruitment service for the country, with a focus on providing an efficient, effective and high-touch recruitment experience. This includes:

• Ownership and delivery of the end to end recruitment process, focused on providing high levels of service and quality to stakeholders
• Work closely with hiring managers and leaders to understand requirements and deliver results that meet or exceed agreed recruitment Matrix and KPIs
• Provide regular reporting, progress updates, and meaningful insights to key stakeholders including hiring managers, functional leaders and local HR teams
• To collaborate with Country HR Head and HR Business Partner in taking a strategic approach to support employee engagement programs / activities as well as other employee relations activities, helping the organization to develop its objectives with the workforce using a range of innovative tools and techniques by implementing dynamic internal campaigns that embed and develop the culture

Accountabilities

• Partner with HR team, hiring managers, leaders to build a recruitment plan that is in line with business expectations, and aligned to the overall recruitment strategy
• Hands-on delivery of end to end recruitment for key hires (across all Levels) eg requisition management, sourcing, Mapping, networking, Talent pipelining, candidate management
• Provide market intelligence and recruiting insights to key stakeholders at various stages of the recruitment process eg briefing meetings, service review meetings etc
• Develop and implement strategies to attract passive candidates using online databases, social & professional networks (eg LinkedIn), and other innovative sourcing methods
• Work closely with the business to develop recruitment campaigns which support recruitment drives or growth initiatives
• Develop a fit for purpose talent pipelining process for Vietnam, taking into account historical hiring data (hard to fill), and a good understanding of critical roles across the business
• Build and manage critical talent pipelines through talent engagement and pro-active sourcing.
• Support country recruitment projects e.g. branding (campus/university connections), continuous improvement initiatives etc.
• Liaison & management of 3rd party recruitment agencies, continuously assess agency performance
• Work proactively with hiring managers and HR teams to understand the future talent needs of the business, and ensure appropriate talent pipelining strategies are in place
• Always seek and act upon opportunities for continuous process improvement that will ultimately enhance client experience and/or increase efficiency
• Regularly contribute to recruitment / HR projects across country, region or global, where appropriate
• Ensure regular, standard reporting is shared with stakeholders eg status updates, KPI/SLA reviews
• Ensure all external recruitment content is well written and in line with corporate Syngenta branding, utilizing the company’s employee value propositions and any key functional messages which can increase candidate attraction
• Negotiate and able to present compensation packages to candidate for acceptance
• Generate offer letters, contracts and other offer documentation where appropriate
• Ensures candidate offer and on-boarding process is managed seamlessly across teams/partners
• Ensure that the development and delivery of effective engagement tools are developed, implemented, maintained and evaluated to ensure effectiveness as well as monitor financial budgets for communication and engagement activities
• Participate and lead on specific projects as directed by Country HR

We are seeking an enthusiastic and experienced Assistant HR Manager to join our team at Informa Markets Thailand. The successful candidate will support the HR Manager in various HR functions, focusing on the unique needs of the exhibition industry, including recruitment, employee relations, performance management, and compliance. This role requires a proactive individual with excellent communication skills, attention to detail, and the ability to thrive in a fast-paced environment.

Job Description

Recruitment and Onboarding:

Assist in developing and implementing recruitment strategies tailored to the exhibition industry.

• Screen and interview candidates, coordinate hiring processes, and ensure a smooth onboarding experience for new hires.
• Facilitate new employee orientation programs and ensure proper integration into the company culture.

Employee Relations:

• Serve as a point of contact for employee inquiries and concerns, fostering a positive and collaborative work environment.
• Support conflict resolution and employee engagement initiatives, promoting a healthy workplace culture.
• Assist in organizing company events and activities to enhance team cohesion.

Performance Management:

• Help administer performance appraisal programs and provide support to managers in addressing performance issues.
• Coordinate training and development programs to enhance employee skills and performance.
• Track and analyze employee performance metrics, offering insights and recommendations for improvement.

HR Policy and Compliance:

• Ensure compliance with federal, state, and local employment laws and regulations specific to the exhibition industry.
• Assist in the development, implementation, and enforcement of HR policies and procedures.
• Maintain accurate and confidential employee records and HRIS systems.

Compensation and Benefits:

• Assist in administering compensation and benefits programs, ensuring competitive packages for employees.
• Conduct market research to ensure industry-competitive compensation and benefits offerings.
• Provide guidance to employees regarding benefit programs and enrollment processes.

HR Metrics and Reporting:

• Prepare and analyze HR metrics and reports for management review, identifying trends and areas for improvement.
• Assist in developing strategies to address workforce needs and optimize HR processes.

Other Duties:

• Support the HR Manager in various projects and initiatives, contributing to the overall success of the HR department.
• Stay current with HR best practices and industry trends, particularly those relevant to the exhibition industry.

Come join the AGS family, on this chic and very well-known high-end retail brand, based in Bangkok!

The key focus for the Recruitment Relationship Manager (Talent Acquisition Specialist) is to lead the successful fulfillment of open vacancies with relevant hiring managers and to be the first point of contact for their hiring needs. You will work collaboratively with your team whilst focusing on delivery of luxury retail roles in Thailand. 

In this role, you will assist in driving best practices across the recruitment lifecycle and strive to be an ambassador for the Allegis Global Solutions brand at every interaction.

Your duties may include, but are not limited to:

• Undertaking recruitment activities with a focus on direct sourcing.
• Understanding the recruitment delivery process and carrying out activities accordingly to ensure that account KPIs are met.
• Communicating recruitment trends, market intelligence, and acting as a Talent Advisor to hiring managers.
• Identifying and escalating risk or compliance issues.
• Managing requisitions through accurate documentation of all recruitment-related data and information as per current recruitment legislation and agreed client process at all times.
• Providing recruitment guidance and advice to the Recruitment Sourcing Specialist and Recruitment Coordinator located in the Recruitment Delivery Center.
• Monitoring and analyzing recruitment activity of designated business areas for accurate volume forecasting. 
• Coaching candidates on how to prepare for selection stages.
• Providing professional advice and open and honest feedback to candidates in a timely manner and in accordance with recruitment best practices.
• Utilizing specialist market knowledge to assist with the development and ongoing management of pre-qualified talent pools in collaboration with the Recruitment Sourcing Specialist.

The Regional HR Manager is responsible for establishing and overseeing all HR functions across the NGO’s operations in Taiwan, Nepal, the Philippines, and Malaysia. This role focuses on setting up a robust HR system from the ground up, including hiring and developing a high-performing HR team. The Regional HR Manager will ensure the development and implementation of HR strategies, policies, and practices that support the NGO’s mission, enhance employee engagement, and comply with local regulations.

Key Responsibilities:

1. HR System Setup and Strategy Development:

• HR Infrastructure: Design and implement a comprehensive HR infrastructure that supports the NGO’s strategic goals and operational needs.
• Policy Development: Develop and standardise HR policies and procedures across regions, ensuring compliance with local labor laws.
• Strategic Alignment: Align HR strategies with the NGO’s mission, vision, and organisational goals to drive effectiveness and efficiency.

2. Recruitment and Talent Management:

• Job Design: Develop detailed job descriptions and specifications for all positions.
• Recruitment Processes: Establish and lead a streamlined recruitment process, including job postings, candidate screening, and interview protocols.
• Onboarding: Design and implement an effective onboarding program to integrate new hires smoothly into the organisation.

3. Hiring and Setting Up HR Team:

• Team Hiring: Take responsibility for hiring and setting up the regional HR team. Define roles, recruit, and onboard HR staff in each operational country.
• Team Development: Mentor and develop the HR team to ensure they have the skills and knowledge needed to support the organisation effectively.

4. Employee Relations and Engagement:

• Work Environment: Create and maintain a positive, inclusive, and collaborative work environment.
• Conflict Resolution: Address employee grievances and mediate conflicts, ensuring fair and consistent resolution.
• Engagement Programs: Develop and implement employee engagement initiatives to foster motivation and commitment.

5. Training and Development:

• Needs Assessment: Conduct training needs assessments to identify skill gaps and development opportunities.
• Program Development: Develop and deliver training programs and professional development opportunities to enhance employee skills and performance.

6. Compliance and Risk Management:

• Legal Compliance: Ensure all HR practices comply with local labor laws and regulations in Taiwan, Nepal, the Philippines, and Malaysia.
• Risk Mitigation: Develop and implement risk management strategies to address potential HR-related risks and ensure organisational resilience.

7. HR Administration and Systems:

• HRIS Implementation: Select, implement, and manage an HR Information System (HRIS) to streamline HR processes and data management.
• Payroll and Benefits: Oversee payroll processing, benefits administration, and ensure accurate and timely compensation for all employees.
• Employee Records: Maintain accurate and confidential employee records in compliance with legal and organisational requirements.

8. Reporting and Analysis:

• HR Metrics: Establish and monitor key HR metrics to assess the effectiveness of HR practices and inform strategic decisions.
• Regular Reporting: Prepare and present regular HR reports and analytics to the Executive Director and other stakeholders.

9. Outsourcing and Vendor Management:

• Outsourcing Decisions: Identify HR functions suitable for outsourcing and manage relationships with external HR service providers.
• Vendor Performance: Monitor the performance of outsourced functions to ensure they meet the NGO’s standards and requirements.

Education:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).

Experience:

• Minimum of 5-8 years of experience in HR management, with at least 3 years in a regional or multi-country role.
• Proven experience in setting up and implementing HR systems and strategies from the ground up.
• Experience in hiring, developing, and managing an HR team.
• Familiarity with HR practices and labor laws in Taiwan, Nepal, the Philippines, and Malaysia is highly desirable.

Skills and Competencies:

• Strong knowledge of HR principles, practices, and employment laws.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to work effectively in a multicultural and diverse environment.
• Strong organisational and project management skills.
• Proficiency in HRIS and other HR software.

Personal Attributes:

• Passionate about children's education.
• High ethical standards and integrity.
• Strategic thinker with a proactive approach to problem-solving.
• Ability to handle sensitive and confidential information with discretion.
• Flexibility and willingness to travel frequently to different countries.

• Competitive salary
• Relocation support provided
• 2 weeks paid annual leave
• Possible hybrid working structure
• Rewarding and meaningful job that makes an impact on children's education

1. Recruitment and Onboarding:
   • Assist in developing and implementing recruitment strategies tailored to the exhibition industry.
   • Screen and interview candidates, coordinate hiring processes, and ensure a smooth onboarding experience for new hires.
   • Facilitate new employee orientation programs and ensure proper integration into the company culture.
2. Employee Relations:
   • Serve as a point of contact for employee inquiries and concerns, fostering a positive and collaborative work environment.
   • Support conflict resolution and employee engagement initiatives, promoting a healthy workplace culture.
   • Assist in organizing company events and activities to enhance team cohesion.
3. Performance Management:
   • Help administer performance appraisal programs and provide support to managers in addressing performance issues.
   • Coordinate training and development programs to enhance employee skills and performance.
   • Track and analyze employee performance metrics, offering insights and recommendations for improvement.
4. HR Policy and Compliance:
   • Ensure compliance with federal, state, and local employment laws and regulations specific to the exhibition industry.
   • Assist in the development, implementation, and enforcement of HR policies and procedures.
   • Maintain accurate and confidential employee records and HRIS systems.
5. Compensation and Benefits:
   • Assist in administering compensation and benefits programs, ensuring competitive packages for employees.
   • Conduct market research to ensure industry-competitive compensation and benefits offerings.
   • Provide guidance to employees regarding benefit programs and enrollment processes.
6. HR Metrics and Reporting:
   • Prepare and analyze HR metrics and reports for management review, identifying trends and areas for improvement.
   • Assist in developing strategies to address workforce needs and optimize HR processes.
7. Other Duties:
   • Support the HR Manager in various projects and initiatives, contributing to the overall success of the HR department.
   • Stay current with HR best practices and industry trends, particularly those relevant to the exhibition industry.

Key responsibilities: 

• Ensures the Talent & Excitement programs developed, implemented and administered are aligned and support the business strategies and operational objectives. 
• Ensures local operational support are conducted in an effective and efficient manner and continuously seek for process improvement. 
• Partners with local Talent Acquisition team to take actions required to address talent gaps and ensuring country has the right talent in the right place at the right time. 
• Partners with Business Leaders to build upon current Talent & Excitement programs and address specific talent needs to achieve desired business results. 
• Effectively deploys performance management and reward processes and practices within country to drive desired performance results and retain top performers and high potentials 
• Effectively handles employee enquires and mediate during employee disputes; guides managers to take corrective actions and or disciplinary actions. 
• Effectively handles leave requisition and calculation for employee including able to advise employee about leave issues. 

• Initiate and engage in company activities to create good working culture and encourage “one team” concept.   
• Provides guidance on all aspects of employment law issues dealing with involuntary terminations, settlement agreements, redundancy processes, grievances and disciplinary matters up to and including termination. 
• Ensures local Talent & Excitement policies and procedures are compliant with local government regulations and statutory requirements and in alignment with Corporate policies and guidelines 

Requirements: 

• Minimum Bachelor Degree in business, organizational behavior or HR related discipline 
• Certifications in HR, Psychology or related disciplines would be helpful. 
• Minimum 5 years’ experience in HR generalist or business partnering roles. 
• Good knowledge of local labour legislations and industrial acts 
• Experiences with multinational corporations or in progressive HR practices would be an advantage.  

AL , PH , Provident Fund, Group Insurance ,and Dental claims

Head of Security is responsible for overseeing all security aspects of Island and related off island facilities to ensure that Government agencies and supporting services are seamless integrated in delivering the safe and controlled environment needed to enhance the customer experience. Oversight is required on all assets and functions on and off the island.

Propose the strategy needed to provide the appropriate levels of security for day-to-day operations up to large mass participation events. Develop an integrated solution whereby. Identify and build a team of resource that fulfills the security function to include monitoring a central control room and maintaining a 24hr call center

Identify the levels and control points related to island entry and movement between assets subject to the type of activity taking place and the volume of guests. Ensure that the Island Security department plans, and performance are within the approved budget and timescales through providing timely and accurate progress reports to the General Manager on the operational progress of the department

Identify the annual workforce needs in coordination with the other department heads to enable the realization of departmental objectives; and properly plan for the optimal allocation of workforce resource Identify all equipment needed to operate an island wide security solution and engage with procurement agency in identifying best in class equipment

Guide the Island Security department employees in executing their respective responsibilities towards the achievement of the department’s and island overall goals Help instill a culture of development, guidance, and performance within the Island Security team Engage in workforce planning and provide recommendations for hiring, progressions, and promotion

Dynamic leadership style, possess excellent communication and decision-making skills and an strong security / policing background. Advanced Security acumen and strong systems knowledge across a broad mix of public activity Strong leadership and organizational skills Able to manage multiple priorities and adapts quickly to changing requirement 10+ years of relevant experience

Conduct regular Security operations team meeting with all the HOD daily / weekly to discuss routine operational matters, incident reports, feedbacks and preventative actions to be taken Share feedback/insights from the periodic meetings with the General Manager .Ensure SOP implementation in all assets and functions and check the same during routine operational check Collaborate with the Consultant/General Manager to obtain guidance on strategic/operational improvements in resort operations to deliver optimal safety, controls and customer experience

Implement the appropriate security strategy and controls needed to manage both guest and staff entry and exit through the arrival and departure building Either recruit in house resource or an external service provider to deliver the required security level to operate the asset Work with external agencies when required to deliver security procedures

Responsible for all security on the island by ensuring full alignment with individual assets and their own operations teams (hotels, clubs, FB and Retail outlets and supports services. Draft preventative and corrective action plans. oversee scheduling and execution of preventive and predictive security measures

Design and implement a full safety and security strategy relative to the size of event and anticipated guest type. Draft SOW and manage outsourcing engagement with third party security provider when and if needed, subject to the size of event

Lead all elements of the integrate solution buy conducting the appropriate level of briefings to ensure full alignment and deliver=y of a holistic events solution