Senior People Strategy / HRBP

About the Role

Senior People Strategy / HRBP — Bangkok. Onsite. Full-time. Coway Thailand.

Responsibilities

• Act as an independent initiator, proactively identifying opportunities, pitching solutions, and designing comprehensive strategies to modernize and localize People Operations.
• Drive the overarching People Strategy with a heavy focus on robust planning—manage long-term workforce planning and end-to-end project execution.
• Serve as the strategic data analyst for the department: develop dashboards, monitor workforce metrics (e.g., attrition, engagement, compensation ratios), and translate data into actionable business intelligence.
• Spearhead end-to-end project management and rollout of the new digital People Strategy platform to streamline operations and eliminate manual administrative bottlenecks.
• Architect and oversee the end-to-end Performance Management System (PMS) cycle, ensuring evaluations are objective, localized, and aligned with corporate goals.
• Analyze complex performance data to lead calibration sessions, identify high-potential talent, and provide strategic workforce insights to executive leadership.
• Drive total rewards initiatives by conducting comprehensive salary benchmarking and market analysis to ensure competitive positioning; design, review, and optimize internal salary structures for internal equity and alignment with company financial objectives.
• Serve as the dedicated People Strategy contact for business leaders—handle day-to-day inquiries, provide high-level counsel on organizational design and workforce planning, autonomously navigate employee relations and performance interventions, and report to the People Operations Manager on escalations and department strategy.
• Build high-trust relationships with stakeholders across the business, act as a credible sounding board, influence leadership decisions and challenge the status quo.

Qualifications

• Experience: 7–9 years of progressive experience in People Strategy, HR framework design, Organizational Effectiveness, or senior advisory roles.
• Data & Strategy Focus: strong background in data analytics and developing actionable, evidence-based strategies to modernize and localize People Operations.
• Independent initiator: proactive self-starter with proven expertise in workforce and complex project planning; capable of taking an idea from conception to successful rollout with minimal oversight.
• Performance & Rewards Expertise: deep, hands-on experience managing full-cycle Performance Management Systems (PMS) and leading salary structuring and market benchmarking initiatives.
• Communication: executive presence with the ability to articulate complex concepts clearly and influence stakeholders at all levels of the business.