PR/119314 | HRBP Department Manager

Job Description

• Control the design of the organizational structure and workforce planning to ensure suitability for current operations and future organizational plans. 

• Oversee and develop the compensation and benefits management system, including employee performance evaluation systems, to ensure the organization has effective personnel to support operations while maintaining competitive cost structures. 

• Review and provide recommendations on the design or improvement of work processes, including the implementation of new systems within the organization, to drive continuous development. 

• Supervise activities related to labor relations to promote positive relationships between employees, as well as between employees and the company. 

• Oversee internal communication to ensure employees are well-informed, enabling accurate communication and understanding across the organization. 

• Manage the budget and allocation of all types of employee welfare programs to facilitate efficient work and support staff needs.

• Supervise disciplinary procedures to ensure employees comply with company rules and regulations, and participate in resolving labor disputes to address conflicts in accordance with company policies and labor laws. 

• Monitor and verify the accuracy of monthly payroll and compensation payments to ensure compliance with company guidelines and standards.

Qualification

• Bachelor’s degree in Human Resource Management, Political Science, Law, Economics, Psychology, or a related field. 

• 6–10 years of progressive experience in Human Resources Management, ideally in a managerial or supervisory capacity. 

• Strong knowledge of labor laws, employment regulations, and HR compliance standards. 

• Proven experience in organizational design and strategic workforce planning. 

• Demonstrated expertise in job evaluation, salary structure development, and total compensation management. 

• High proficiency in HR digital tools, HRIS platforms, and automation technologies to improve process efficiency. 

• Solid background in talent development, competency management, and capability‑building programs.