General Manager

General Manager Job description Manpower planning and recruitment Translate production plans into headcount, skills, shift and recruitment plans. Maintain staffing pipelines without recruiting people before legal and employment checks are complete. Manage direct recruitment, licensed agencies and other approved channels. Audit recruitment partners for documentation, fees, worker treatment and contract accuracy. Track recruitment source, cost, attendance, performance and retention. Plan transportation, uniforms, lockers, meals, medical examinations, orientation and other joining requirements. Avoid dependency on one broker, interpreter or community leader. Migrant-worker administration Maintain an accurate employee-by-employee document register. Track passports or travel documents, visas, work permits, permitted occupation/location, health requirements, insurance/social-security status and relevant reporting obligations. Set alerts well in advance of expiry. Verify current procedures through official Department of Employment and Ministry of Labour sources. Maintain proof of submissions, payments and approvals. Handle joining, transfer, renewal and termination notifications correctly. Escalate cases whose legal status cannot be confirmed. Maintain secure copies with controlled access. Return employee originals promptly after legitimate processing, using documented receipt and return procedures. Coordinate with competent legal or government specialists when rules change. Timekeeping, shifts and payroll control Maintain reliable biometric or other approved timekeeping. Reconcile schedules, attendance, overtime approvals, leave and payroll inputs. Ensure employees understand wage, overtime, deduction and payslip calculations. Investigate manual attendance changes and unusual patterns. Separate payroll preparation, manager approval and payment. Maintain records of employee consent or approval where legally required. Prevent unauthorized deductions or unofficial fees. Coordinate corrections promptly with Finance. Employee relations Establish confidential grievance channels in languages employees understand. Investigate complaints fairly and without retaliation. Maintain consistent disciplinary procedures. Coach supervisors on respectful communication and lawful performance management. Monitor turnover, absence, conflict, supervisor hotspots and worker concerns. Manage collective concerns before they become disputes. Maintain required employee-welfare consultation arrangements as headcount grows. Distinguish genuine misconduct from misunderstanding, language problems, poor training or supervisor behavior. Onboarding and training Provide understandable contracts, rules, benefits, grievance routes and safety information. Coordinate GMP, hygiene, allergen, food-safety and occupational-safety training with QA and EHS. Verify comprehension rather than collecting signatures alone. Maintain skills matrices and authorization records. Ensure new employees are supervised until competent. Train interpreters and supervisors on confidentiality and role boundaries. Worker welfare and administration Where provided by the company: Oversee transport, accommodation, canteen, uniforms, lockers and welfare vendors. Maintain safe, clean and fair conditions. Use transparent employee charges only where lawful and properly authorized. Establish emergency-contact and medical-support arrangements. Maintain disaster, refrigeration-failure, injury and evacuation support lists. Conduct worker consultations rather than assuming what employees need. Candidate profile Must have Approximately 7–12 years of HR experience. At least three years in factory, warehouse, food, logistics or another shift-based workforce. Direct experience supporting foreign or migrant workers in Thailand. Strong knowledge of timekeeping, payroll inputs, overtime, leave and employee records. Practical familiarity with work-permit and related employee-document processes. Experience managing labor agencies or recruitment vendors. Evidence of reducing turnover, payroll problems, absenteeism or labor disputes. Experience conducting investigations and disciplinary processes. Fluent Thai. Ability to communicate effectively through interpreters and translated materials. Comfortable spending substantial time on the factory floor and across shifts. Preferred Food-factory experience. Experience with Myanmar workers. Working Burmese language capability. Experience scaling a factory from below 50 to above 100 workers. Experience with welfare committees, social-compliance audits or customer ethical-trade requirements. Experience with worker transport, accommodation or canteen administration. HRIS, payroll or time-attendance implementation experience.