Job Description

More than just a recruitment company. At PRTR we have been a part of our customers success for 30 years as their total HR solutions partner. With 550 dedicated professionals and over 15000 outsourced staff we will continue to carry out our mission to develop a better career a better life and a better society and thrive to become the No.1 people solutions organization in Southeast Asia.

Purpose of the Role / Functional Context:

The Plant HRBP Manager is responsible for partnering with International Supply Chain (ISC) functional leaders to implement and sustain HR initiatives within the ISC group. This role leads and oversees recruiting placing and retaining high-quality talent to meet manpower needs ensuring business goals and targets are achieved. As the primary HR contact for the Supply Chain the Plant HRBP Manager is accountable for deploying talent managing performance and executing talent assessments for both white-collar and blue-collar employees. Additionally the role is responsible for ensuring programs are in place to enhance colleagues technical capabilities and leadership competencies ensuring Mondelez maintains a motivated and skilled workforce capable of meeting current and future business challenges. The HR Business Partner will also lead change management initiatives to help the ISC group achieve growth and execute its vision.

Key Responsibilities:

Recruitment Induction & Exit Planning:

Planning yearly manpower requirements aligned with business goals.
Developing and executing recruitment strategies for open positions replacements promotions etc.
Using effective recruitment methods to attract the best-fit candidates.
Reducing reliance on external recruitment agencies by building a strong internal candidate pool.
Overseeing the induction process for new hires and ensuring smooth onboarding and integration.
Working closely with line managers to ensure the right capabilities are sourced for the organization.
Conducting reference checks and facilitating employment offer generation.
Monitoring and evaluating the adaptation of new hires to the organizational culture.
Managing employee exits conducting pre- and post-resignation interviews and analyzing data for action planning.

Performance Management People Manager:

Overseeing the performance management process in line with global guidelines.
Educating managers and employees on performance management goal-setting and evaluation.
Collaborating with line managers to identify gaps in functional/technical skills and leadership competencies.
Addressing performance issues through structured interventions including performance improvement plans (PIPs).
Advising on using performance management tools to recognize high performers and address areas of underperformance.
Providing coaching and support to line managers and employees to drive development actions.

Talent & Succession Planning:

Working with line managers to identify and assess talent potential.
Preparing talent review materials and tools to support functional leaders.
Assisting in developing individual development plans (IDPs) and monitoring progress.
Managing succession planning and ensuring internal promotions for key positions.
Overseeing key talents identified for international job rotations or assignments.

Employee and Industrial Relations:

Ensuring transparent communication of HR policies processes and procedures to employees.
Addressing employee concerns and resolving issues quickly and impartially ensuring fair disciplinary processes.
Fostering positive labor relations and maintaining a harmonious work environment.
Engaging employees through regular initiatives such as one-on-one discussions town halls and focus groups.
Using insights from organizational surveys (e.g. Global Climate Survey) to create action plans for improving employee engagement.
Recommending HR policy changes to support evolving business needs and ensure compliance.
Collaborating with the welfare committee to ensure successful execution of internal employee relations programs within budget.

Organizational Design and Change Management:

Supporting line managers in organizational restructuring job evaluation and design changes.
Helping develop job descriptions and monitoring the creation of new positions.
Maintaining an up-to-date organizational structure to reflect changes.
Gathering organizational insights to inform HR strategies aligned with business objectives.

Business Support:

Acting as an HR partner to business leaders by providing education engagement and support for people management.
Assisting line managers in achieving business and people-related goals.
Contributing to functional projects related to work processes and people management.
Promoting the companys culture to create an environment that fosters employee alignment with company values.
Advising line managers on employee compensation and benefits decisions considering market trends and internal equity.
Supporting data accuracy in HR systems and SAP processes.
Promoting safety in the workplace and supporting the IL6S rollout with a focus on people management.

Compliance and Integrity:

Ensuring compliance with legal requirements and company HR processes policies and standards.
Serving as an advocate for the companys Code of Conduct and Values.
Taking on additional projects as assigned such as championing special initiatives or HR programs.

Qualifications:

Bachelors or Masters degree in Human Resources or a related field.
Minimum of 6-8 years of experience in Human Resource Management preferably in an HRBP role.
Strong analytical skills and a drive for continuous improvement.
High emotional intelligence with excellent interpersonal skills.
Strong communication and negotiation skills and a positive attitude.
Proven ability to engage and influence employees at all levels.
Demonstrated leadership capabilities and strategic thinking.
Excellent command of the English language.
Previous experience as an HRBP in a manufacturing environment will be an advantage.

Required Experience:

Manager

Plant HRBP Manager Khon Kaen