Country HR Lead - Professional Service MNC (Bangkok)

Key Responsibilities

1. Business Partnering

* Partner with Country Managing Partner, Partners, Directors, and Managers to develop and execute people strategies aligned with business goals. * Participate in leadership discussions and provide insights on workforce implications of business decisions.

* Advise leaders on organisation effectiveness, workforce capability, employee engagement, and change management.

* Support organizational restructuring and business transformation initiatives.2. Talent Management & Succession Planning

* Facilitate annual talent review and succession planning processes.

* Identify critical roles and build succession pipelines. * Support leadership development and career progression initiatives.

* Coach managers on talent assessment and development planning.3. Performance Management

* Drive performance management processes and timelines.

* Support performance calibration discussions.

* Coach managers on goal setting, performance feedback, and performance improvement plans.

* Ensure consistent application of performance standards across the business.4. Workforce Planning & Recruitment

* Partner with business leaders to forecast workforce needs.

* Support strategic hiring initiatives and workforce planning activities.

* Work closely with Talent Acquisition to ensure effective recruitment and on boarding.

* Monitor headcount, turnover, attrition, and hiring metrics.5. Compensation & Rewards

* Support annual salary review, promotion, and bonus processes.

* Provide market insights and compensation recommendations.

* Review pay equity and internal bench marking.

* Advise leaders on retention strategies for critical talent.6. Employee Relations & Compliance

* Provide guidance on employee relations matters.

* Conduct workplace investigations where required.

* Support disciplinary actions and performance-related cases.

* Ensure compliance with Thai labour legislation and company policies.7. Employee Engagement & Culture

* Analyze employee engagement survey results and facilitate action planning.

* Drive employee well-being, DEIB, and culture initiatives.

* Support leadership communication and change management activities.

* Promote a positive employee experience throughout the employee life-cycle.8. HR Metrics & Reporting

* Utilize HR data and analytics to identify trends and risks.

* Prepare dashboards and reports for business leaders.

* Recommend actions based on workforce insights.

* Monitor key HR KPIs including turnover, engagement, diversity, and talent metrics.9. Training and Development

* Drive capability and career development by partnering with leaders to identify training needs, support career progression, succession planning, and leadership development initiatives.

* Implement and promote learning programs that enhance technical, consulting, project management, and leadership capabilities while fostering a culture of continuous learning.

* Measure and optimize development outcomes by tracking participation, evaluating program effectiveness, and providing insights and recommendations to support talent growth and business objectives.