Senior Manager, HRBP

Company Description

Informa Markets, a division within Informa, creates global platforms for industries. We organise over 500 large-scale branded and transaction-oriented events in 14 specialist markets. These are typically not-tobe-missed annual events where buyers and sellers build relationships, see and show products and do business. We also provide year-round online platforms where companies showcase their businesses and products and buyers conduct research, generating valuable leads, and we provide data and digital content that supports the flow of knowledge and transactions in markets.

Job Description

ROLE SUMMARY

The Senior Manager, HR Business Partner (HRBP) will serve as a strategic and trusted advisor to the Country General Manager and leadership team, partnering closely with the Regional HR Director to drive business performance through effective people strategies. This role goes beyond traditional HR management. The incumbent is expected to operate as a consultative business partner, capable of influencing senior leaders, navigating complexity, and translating business strategy into actionable workforce, talent, and culture solutions. The role supports a growing organization of approximately 150 full-time employees and is assisted by an Assistant HR Manager. HR operational activities (payroll, contracts, employee data, HR systems, and standard letters) are managed by a dedicated HR Operations team, allowing this role to focus on strategic, advisory, and value-adding HR work. The ideal candidate is commercially minded, confident in ambiguity, and able to balance employee advocacy with business imperatives while managing people risks effectively.

PRINCIPAL DUTIES & RESPONSIBILITIES

Strategic HR Business Partnering

• Translate business strategy into people and organizational strategies, proactively identifying workforce risks, capability gaps, and culture implications.
• Coach and influence leaders on people leadership, organizational effectiveness, and decision-making, including constructively challenging perspectives where appropriate.
• Partner with Regional HR team to ensure alignment with ASEAN people strategy while addressing local business realities.

Organization Design & Workforce Planning

• Lead organization design reviews, role clarity, and structural optimization to support business expansion, productivity, and scalability.
• Drive workforce planning, headcount governance, and succession planning for critical and business-impacting roles.
• Anticipate future capability needs and recommend proactive talent strategies.

Employee Engagement & Wellbeing

• Own and lead the employee engagement agenda, including:
• Planning and conducting annual employee pulse survey.
• Analysing results and translating insights into clear, prioritized, and measurable action plans.
• Facilitating focus group discussions and leadership workshops to address engagement drivers and organizational issues.
• Designing and implementing employee wellbeing initiatives covering mental, physical, and social wellbeing.
• Supporting and sponsoring employee leisure, bonding, and culture-building activities to strengthen engagement and employer brand.
• Monitor engagement trends and regularly advise leadership on risks, progress, and interventions.

Talent Acquisition Partnership

• Partner with the Regional Talent Acquisition team, who centrally manage recruitment delivery.
• Represent the Thailand business in:
• Workforce demand planning and hiring prioritization.
• Interview calibration, candidate assessment, and selection decision-making.
• Offer management, including advising on market competitiveness, internal equity, and compliance.

Talent Management & Leadership Development

• Lead talent identification, succession planning, and high-potential development initiatives.
• Drive performance management processes and support leaders in setting expectations, giving feedback, and managing underperformance.
• Support leadership and capability development initiatives aligned with regional frameworks.

Employee Relations, Governance & Risk Management

• Provide senior-level advisory and hands-on leadership in managing complex employee relations matters, including disciplinary cases, grievances, and performance issues.
• Anticipate, assess, and mitigate people-related legal, operational, and reputational risks.
• Ensure compliance with Thailand employment legislation, statutory requirements, and internal policies.

Rewards, Policies & HR Governance

• Partner with Regional HR on compensation reviews, incentive plans, and rewards governance.
• Maintain, review, and enhance HR policies, SOPs, and the Employee Handbook to ensure relevance, clarity, and legal compliance.
• Ensure consistent and fair application of HR policies across the organization.

Change Management & HR Program Execution

• Lead local execution of regional and corporate HR initiatives, ensuring adoption, effectiveness, and business impact.
• Act as a change agent during periods of growth, transformation, or organizational change.

People Analytics & Insights

• Leverage HR data and people insights to inform decision-making, identify trends, and recommend evidence-based interventions.
• Provide regular people insights and dashboards to country and regional leadership.

Qualifications

• Bachelor’s degree in HR Management or a related discipline.
• Minimum 12 years of progressive HR generalist experience, preferably in a multinational, matrixed, and growth-oriented environment.
• Demonstrated experience operating as a senior HR business partner to business or country leaders.
• Strong knowledge of Thailand employment legislation and statutory requirements.
• Proven advisory, consulting, and problem-solving capabilities; able to influence and challenge stakeholders with credibility.
• Strong commercial acumen with the ability to balance business outcomes with employee advocacy.
• Experience handling complex employee relations and organizational challenges independently.
• Excellent communication, facilitation, and stakeholder managemen