Human Resources Development Manager

The HRD Manager is responsible for designing, implementing, and executing human resource development initiatives that build workforce capability, leadership readiness, and organizational effectiveness.

This role requires a hands-on HRD professional who can translate strategies into practical actions, drive implementation on the ground, and ensure measurable development outcomes aligned with business goals.

Key Responsibilities

1. Learning & Development (Design + Implementation)

• Design and personally implement learning and development programs including onboarding, OJT, functional skills, and leadership development.

• Facilitate and deliver training sessions when required (classroom, workshop, on-the-job, or blended learning).

• Develop practical training tools such as training materials, manuals, guides, and learning roadmaps.

• Manage end-to-end training execution: needs analysis, planning, delivery, follow-up, and evaluation.

1. Talent Development & Succession (Hands-on Execution)

• Implement talent development programs such as Hi-Potential (HiPo), leadership pipeline, and succession planning.

• Work directly with line managers to develop Individual Development Plans (IDPs) and follow through on implementation.

• Monitor development progress and ensure agreed actions are executed, not just documented.

1. Performance Enablement (Practical Application)

• Support the rollout and implementation of performance management systems, KPIs, and competency frameworks.

• Coach managers and employees on how to use performance tools effectively.

• Translate performance gaps into concrete development actions and training interventions.

1. Organizational Development (Action-Oriented OD)

• Implement OD initiatives such as job architecture, competency models, skill matrix, and workforce capability assessments.

• Support change initiatives by providing hands-on training, communication, and capability-building activities.

• Actively support business units during organizational changes and growth phases.

1. Onboarding & Capability Building

• Design and run structured onboarding programs, ensuring new hires are productive and culturally aligned.

• Implement role-based learning pathways and on-the-job training frameworks.

• Partner with operations and line managers to ensure training is applied at the workplace.

1. Training Effectiveness & Follow-Up

• Track training effectiveness, post-training behavior change, and business impact.

• Collect feedback, measure results, and adjust programs based on real outcomes.

• Ensure training ROI is practical and visible to management.

1. Stakeholder Collaboration & Field Execution

• Work closely with HRBP, Operations, and business leaders to ensure development initiatives are implemented at site level.

• Coordinate with external trainers or vendors when needed and manage execution quality.

• Be willing to go on-site, observe real work situations, and support implementation directly.

1. Other Responsibilities

• Perform other duties as assigned by HR Director or senior management.

⸻

Qualifications

• Bachelor's or Master's degree in Human Resources, Organizational Development, Business Administration, Psychology, or related fields.

• Minimum 7–10 years of experience in HRD / L&D / OD roles, with proven hands-on implementation experience.

• Strong experience in training delivery, facilitation, and on-the-job implementation.

• Experience in fast-growing, operational, or multi-site organizations (F&B, retail, manufacturing preferred).

• Solid understanding of competency frameworks, performance systems, and adult learning principles.

• Ability to work independently, manage multiple projects, and execute under time constraints.

• Strong communication skills in English; Thai language proficiency is a strong advantage.