Chief Human Resource Officer
Publicada en: 24/04/2026
Rama 2 Tailandia
Indefinido
Industria y fabricación
Job Title: Chief Human Resources Officer (CHRO)
Reporting Line: Chief Executive Officer (CEO)
Location: Head Office / Manufacturing Sites (Rama2)
Role Overview
We are seeking a hands‑on, operationally grounded CHRO to lead the people’s agenda for a large‑scale manufacturing organization with multiple plants. This role is not a purely corporate HR position—it requires deep credibility on the shop floor, strong understanding of manufacturing operations, productivity, and quality discipline, and the ability to work closely with plant leaders and frontline teams.
The CHRO will partner directly with the CEO and executive team to rebuild and scale HR systems, workforce models, and leadership capabilities to support the next phase of business growth. The mandate is clear: stabilize, standardize, and scale—while staying deeply connected to people and operations.
Key Responsibilities
Strategic HR Leadership
Profile & Experience
Qualifications
Why This Role
This is a high‑impact leadership role for an HR leader who is deeply operational, people‑centric, and growth‑oriented. You will play a pivotal role in shaping the workforce, culture, and systems of a complex manufacturing organization as it scales for the future.
Reporting Line: Chief Executive Officer (CEO)
Location: Head Office / Manufacturing Sites (Rama2)
Role Overview
We are seeking a hands‑on, operationally grounded CHRO to lead the people’s agenda for a large‑scale manufacturing organization with multiple plants. This role is not a purely corporate HR position—it requires deep credibility on the shop floor, strong understanding of manufacturing operations, productivity, and quality discipline, and the ability to work closely with plant leaders and frontline teams.
The CHRO will partner directly with the CEO and executive team to rebuild and scale HR systems, workforce models, and leadership capabilities to support the next phase of business growth. The mandate is clear: stabilize, standardize, and scale—while staying deeply connected to people and operations.
Key Responsibilities
Strategic HR Leadership
- Serve as a core member of the executive leadership team, partnering with the CEO on workforce strategy aligned with business growth and transformation
- Translate business and operational plans into a clear people roadmap covering organization design, capability, productivity, and culture
- Drive HR strategies that balance discipline, performance, and employee engagement in a manufacturing environment
- Maintain a strong physical presence at plants and production sites, building trust with plant leaders, supervisors, and frontline employees
- Ensure HR policies, practices, and decision‑making are practical, executable, and respected at shop‑floor level
- Understand manufacturing workflows, shift structures, labor productivity, quality requirements, and safety standards
- Act as a bridge between corporate leadership and factory operations, ensuring alignment and execution
- Lead the restructuring and standardization of HR systems to support multi‑plant operations and future expansion
- Design scalable organization structures, manpower models, grading systems, and workforce planning frameworks
- Strengthen core HR foundations including performance management, succession planning, workforce analytics, and leadership pipelines
- Prepare the organization for growth through clear roles, decision rights, and accountability
- Build leadership and supervisory capability across manufacturing sites, with strong emphasis on plant managers, line leaders, and supervisors
- Drive practical talent development programs focused on operational excellence, people leadership, and execution
- Identify and address critical skill gaps within production, engineering, quality, and operations
- Oversee labor relations, workforce engagement, and employee discipline with fairness, consistency, and credibility
- Ensure full compliance with labor laws, employment regulations, health & safety requirements, and internal standards
- Proactively manage workforce risks, absenteeism, turnover, and labor productivity
- Shape a performance‑driven, safety‑focused culture rooted in accountability, respect, and operational excellence
- Lead change initiatives related to growth, restructuring, productivity improvement, and system implementation
- Be visible, trusted, and decisive during periods of change
- Proven experience as a CHRO, HR Director, or senior HR leader within large‑scale manufacturing environments
- Demonstrated track record of working across multiple plants or sites, with direct exposure to shop‑floor operations
- Strong credibility with operational leaders and frontline teams; comfortable spending significant time in factories
- Experience rebuilding, standardizing, and scaling HR systems during periods of growth or transformation
- Deep understanding of manufacturing workforce dynamics, productivity, quality discipline, and labor relations
- Able to operate both strategically with the CEO and hands‑on with plant leadership
- Bachelor’s degree in human resources, Business Administration, Industrial Relations, or related field
- Advanced degree or professional HR certification is an advantage
- Strong knowledge of local labor laws and manufacturing compliance requirements
This is a high‑impact leadership role for an HR leader who is deeply operational, people‑centric, and growth‑oriented. You will play a pivotal role in shaping the workforce, culture, and systems of a complex manufacturing organization as it scales for the future.