Customer Operations Thailand and National Flow-to-Work HR Business Partner

About the Company

As the Customer Operations (CO) and National Flow to HR Business Partner, you have end-to-end responsibility for all aspects of the people agenda for the Customer Operations TH Team as well as a support responsibility for Customer Operations Greater Asia. By effectively partnering the CO team, you will be using your understanding of the role in supporting the business to diagnose talent, organization, culture, and capability needs to improve factory performance. This role partners the Customer Experience, Logistics, Integrated Planning, and MDM Team in Thailand.

What Will Your Main Responsibilities Be:

Customer Operations (CO) HR Business Partner

Organization:

• Understand the current organization design, the gaps and collaborating with business leaders to resource for value.
• Governance of overall workforce resourcing against the Destination organization and overheads budgets including planning/tracking of FTEs, interns etc.
• Coaches and advises business leaders in the optimisation of organisation and team design techniques to improve performance.
• Assess the talent needs of the organization to design and deliver the most effective talent solutions. Effectively partner managers and influence them to make the right choices regarding talent.
• Engage and communicate with all employees the vision for effective teams and effective change management.
• Builds managers’ capability in performance management and reward decisions.
• Manage direct and indirect labour cost and partner with leadership team to define solutions to optimize the organization.
• Ensure proper change management is implemented during organizational changes and transformations.

Capability:

• DigiOps People transformation: Partnering with relevant business leads towards upskilling the organization towards the digital operations agenda
• Collaborate with CO HR team, SC HR community and the Global capability teams to prioritize and implement Capability interventions including 1) Leadership interventions e.g. CO Away Days / Engagement Activities and 2) Function specific interventions.

Culture & Talent:

• Partner with the leadership team to define the vision and values of the organization.
• Implement culture activities and initiatives aligned to the team’s overall vision and values.
• Coach Leaders and Teams in dialing up the edge in Performance Culture and in embracing the new Unilever behaviors
• Leading the People Forums for CO TH and GA teams

Engagement & Employer Branding Lead

The Engagement & Employer Branding Lead is accountable for delivering high impact employer branding and engagement initiatives that strengthen pride, belonging and advocacy internally, while increasing Unilever Thailand’s attractiveness and conversion in external talent markets. This role brings the Employee Value Proposition (EVP) to life through integrated campaigns, social-first storytelling, employee advocacy and targeted talent activation, directly supporting early career, mid-career and critical capability hiring priorities. The role works closely with HRBPs, Talent Partners, Learning and Communications in a flow-to-work model, with strong ownership of execution and outcomes.

Employer Branding

• Translate local Employer Branding direction into a clear annual plan aligned to global EVP and Thailand People Agenda priorities.
• Deliver employer branding initiatives on time and in full, ensuring consistency across channels, stakeholders and moments that matter.
• Prioritise activation for critical and hard-to-fill talent segments, partnering with Talent Acquisition and HRBPs to support hiring needs.
• Ensure EVP is embedded across recruitment marketing, early careers, external communications and employee advocacy.

Employee Engagement & Experience

• Design and deliver national engagement and employee experience programs that strengthen pride, belonging and advocacy, informed by people insights.
• Partner with HRBPs and leaders to translate engagement insights into practical actions, experiences and communications to employees.
• Support leadership and culture initiatives by shaping employee moments that reinforce winning culture, performance and purpose.

Social-First Content, Storytelling & Advocacy

• Build and run a social-first employer brand engine, focused on authentic human stories and mobile-first content.
• Develop and sustain an employee advocacy and ambassador ecosystem to amplify culture and EVP internally and externally.
• Partner with Communications and agencies to deliver compelling, high-quality employer brand and engagement content.
• Partner with Communications and agencies to deliver compelling, high-quality employer brand and engagement content.

Early Careers & Campus Engagement

• Deliver employer branding activation for early careers programs (e.g. UFLP, UACE, UFresh, UEng, ULIP, campus initiatives) in partnership with Talent Partners.
• Manage and optimise campus engagement plans and student touchpoints to build sustainable future talent pipelines.
• Ensure early careers messaging consistently reflects EVP, learning opportunities and career growth.

Mid-Career Attraction & Talent Network Building

• Drive attraction, engagement and conversion of mid-career and experienced talent in priority capability areas.
• Build and activate talent networks and communities (e.g. talent pools, alumni, boomerang candidates) to strengthen qualified pipelines and hires.

What You Will Need To Succeed:

• Good knowledge of key HR processes, roles and responsibilities across the entire employee lifecycle
• HR Partnering experience in Supply Chain and go-to-market teams in Thailand.
• Driving organization, capability and culture agenda across 1 or multiple countries
• Experience of local country employment norms and ways of working
• Experience of working in regional teams (networking, ways of working nuance, where to add distinctive value and understanding tension points)
• Business acumen