Amphai Sornnork

• Develop, implement and review HR plans and solutions:
• Manpower resource planning, budgeting and recruitment
• Compensation and benefits administration and review
• Performance management (e.g
• Periodic appraisals, competency review, counseling)
• Training and development, including leadership development
• Internal communications and employee engagement
• Talent retention and succession planning programs
• Industrial relations management
• General affairs, health and safety management
• Work with centralized HR shared services teams to implement various HR plans and achieve desired results
• Make sense of global and regional HR strategies and implement the plans that fit local requirements
• Align with and participate in various HR talent identification and development programs
• Prepare and present periodic HR indices and annual strategies.

• Manage the staff recruitment process of the Company in Thailand, Myanmar and Laos
• Search for the short-listed candidates for the requested vacancies
• Schedule the candidate interview for the job interviewer and follow up the recruitment process
• Prepare the employment contract and related documents for new hires
• Manage and monitor all human resource operations specifically: manpower planning, recruitment, employee development, employee relations, compensation and benefits, training and appraisals at Bangpoo office
• Implement HR strategies, policies, systems and processes
• Provide advice to management regarding human resource functions and Labour Law
• Drive employee relations necessary to maintain a positive employer-employee relationship and a high level of employee engagement

• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Coordinated immigration process for visa and green card applications to support mobility requests for domestic and international long and short-term assignments.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Motivated employees through special events, incentive programs, and constructive feedback.

• Motivated employees through special events, incentive programs, and constructive feedback.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Maintained human resources regulatory compliance with local, state and federal laws.
• Implemented performance reviews and motivational strategies to elevate HR team results.
• Motivated employees through special events and incentive programs.

• Number of subordinator: 1 Training, Key Responsibilities
• Ensure all training facilities and readiness of arranging Training program by measuring the satisfaction Rate not less than 90%
• To organize, observe, and give constructive feedbacks thru In-house coursed provided
• To have the training summary report to immediate line of participants within 3 working days and post in Doc
• Library
• To get a qualify Trainer/speaker’s for each course by doing comparison study and propose every time
• To have Pre, Post of all In-house & external training course and to be recorded at HO file and Database
• All OJT records for white collars to be kept at HO file and database
• To get all new hires (white collar & site assigned) gone thru the CEVA Induction Program that arranged by Training
• Ensure the readiness of IiP re-accreditation preparation
• Propose a plan and implement activities to build IiP Awareness
• Develop and propose local external consultant database to provide Learning events across the business & promote its channel to line managers monthly
• Design & conduct a soft skills training course by focusing on supervisor level with high achievement on 90% satisfaction rate and 80% attendance
• Complete the training skills matrix
• Ensure the development of Company’s talented employees –Supervisor level– is on track and the ratio of successor/key position is at least 50%
• Achieve all internal communication support including update T&D activities in monthly Enewsletter
• Be actively involved in improving work process by using Kaizen concept with significantly achieved its results
• Achieve controlling all T&D documents/forms (PMI, Job profile)

• Completed general labor tasks such as loading and unloading materials, cleaning up job sites and operating heavy machinery.

1. Execute HR policy and procedure throughout company.

2. Give counseling further to social security service, health care card and workmen compensation fund

claim and do all welfare admin tasks.

3. Attend to and process customer enquiries and requests on disciplinary and grievance procedures ie.

Investigation of grievance and complaint of unfair disciplinary measures in order to secure

professional treatment of these activities.

4. Establish and maintain satisfactory employee relation.

5. Conduct exit interview as assigned.

6. Provide for statistical information/report to support management control i.e. turnover.

7. Ensure the timely and accurate employee record in database as well as regular report i.e. attendance

record, leaves, resignation.

8. Responsible for any other ad-hoc assignments relation to the employee relations/communication

programs/company activities as they deem necessary.

• Number of subordinator: 2 Recruitment officers
• Key Responsibilities
• Annual Recruitment Plan
• Provides input to the annual recruitment plan and budget, in line with the recruitment and selection policy and the needs of the entity, in order to contribute to the realization of recruitment objectives and support the needs of the business
• Recruitment programmes
• Defines, implements and co-ordinates recruitment programs, processes and selection methodologies to recruit and select management and employees, in consultation with the responsible manager and in line with the annual plan, in order to realize the recruitment objectives
• Recruitment optimisation
• Indicates bottlenecks and shortcomings in the recruitment processes and procedures and proposes ways for improvement, based on recruitment experience and evaluation of recruitment processes, in order to contribute to optimal recruitment processes
• Labour market-communication
• Identifies local labor market segments and target groups and ensures development of labor market communication and advertisement materials, in such way that through these activities the TNT employment brand and recruitment procedures are well communicated aimed at maintaining and improving the image of TNT perceived by the target group
• Search firms and employment agencies
• Selects and evaluates search firms and employment agencies in such way that selection is based on a framework contract, selection criteria, performance indicators and in line with the recruitment and selection policy, to realize an effective and efficient recruitment process
• Recruitment co-ordination
• Ensures administration, correspondence to internal and external candidates and invitations for interviews in line with internal procedures, in order to safeguard an efficient recruitment process that meets the TNT standards and local legislation
• Selection procedure
• Selects candidates by means of the most effective selection approach based on the functional requirements and the business needs, in order to identify the right candidates
• Contracting
• Prepares contracts and negotiates with the selected candidates after agreement with the responsible manager in such a way that the offered contract and package are in line with the TNT terms of employment, in order to make the candidate a competitive offer that is attractive for the company as well, both on short and long term
• Graduates
• Identifies the needs of the business for graduates and analyses the market in such way that market
• Development and –changes that may affect the entities’ recruitment strategy and policy are timely identified, in order to enable timely and right actions to continue an optimal alignment of the recruitment strategy and the market situation.

• Supported HR by completing new hire orientation, incident reports and benefits paperwork on behalf of office employees.
• Internal Memo, New Staff, Resignation, Trainee
• Managed office activities by maintaining communication between clients, tracking records, and filing all documents.
• Worked collaboratively with office staff to maintain smooth operations and team readiness for unexpected demands.

• Orientation new staffs & staffs Hand books
• Processed purchase orders, service contracts and financial reports.
• Screened and transferred incoming calls, took down messages, and transmitted information and documents to internal personnel.
• Prepared agendas and took notes at meetings to archive proceedings.
• Administered yearly budget to manage office requirements such as service contracts, postage costs and supply replenishment.
• Created, prepared, and delivered reports to various departments.
• Coordinated with human resources department to handle payroll and personnel databases.
• Maintained personnel records and updated internal databases to support document management.