Job Responsibilities

We are looking for a strategic and hands-on HR Business Partner Manager – Retail Operations to partner closely with retail leadership teams in driving people strategies that directly impact store performance, service quality, productivity, and employee experience across a nationwide retail network.
This role acts as a trusted advisor to senior operations leaders and plays a critical role in workforce planning, talent pipeline development, leadership capability building, employee relations governance, and people cost optimization.

Key Responsibilities

1. Strategic HR Partnership

Act as primary HR Business Partner to Retail Directors, Cluster Heads, and Operations leaders.
Translate business priorities into people strategies that improve sales, productivity, service quality, and operational consistency.
Lead workforce planning, succession pipelines, and manpower optimization across store clusters.
Provide HR analytics and insights (turnover, engagement, productivity, readiness) to support leadership decision-making.
Support organization design and transformation initiatives aligned with long-term retail strategy.

2. Culture, Engagement & Leadership Development

Champion a strong service-driven, safety-focused, and customer-centric retail culture.
Drive nationwide employee engagement and wellbeing initiatives.
Develop leadership capability of Store Managers, Area Managers, and Supervisors through coaching and leadership programs.
Act as a trusted advisor to senior leaders and advocate for employee experience across all retail locations.

3. Talent Acquisition & Workforce Pipeline

Define recruitment strategies for frontline and technical retail talent nationwide.
Build sustainable workforce pipelines through partnerships, trainee programs, and internal mobility.
Oversee employer branding and talent attraction initiatives.
Ensure structured onboarding, training alignment, and SOP adoption for new hires.
Implement retention programs to reduce early turnover.

4. Capability Development & Performance Culture

Define capability standards for retail and technical roles.
Drive structured development programs and leadership pipelines.
Oversee performance management, calibration, and development planning across clusters.
Identify high-potential employees and build succession readiness for critical roles.
Lead continuous improvement initiatives to elevate sales, service, and technical competencies.

5. Employee Relations & People Risk Management

Oversee complex ER cases, investigations, and compliance matters.
Establish ER frameworks and leadership guidelines tailored to retail environments.
Ensure compliance with Thai Labor Law and internal policies.
Partner with operations on proactive people risk mitigation and safety initiatives.
Monitor people risks and implement corrective action plans.

6. Rewards, Compensation & Cost Management

Analyze compensation competitiveness and recommend salary/incentive improvements.
Monitor labor cost ratios and support manpower cost optimization.
Partner with Finance on workforce budgeting and payroll governance.

Qualifications & Experience

Bachelor’s or Master’s degree in HR, Business, Psychology, or related field.
Minimum 10 years of HR experience, with 5–7 years in HR leadership roles.
Strong advantage if experienced in retail, automotive, or franchise businesses.
Strong business partnering, communication, and influencing skills.
Fluent in Thai with strong English proficiency.