HR Business Partner Manager – Retail Operations

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.