Human Resources Supervisor

Role Purpose Lead and personally deliver Stonegoat's end-to-end HR operations for a mixed full-time and part-time workforce. The Human Resources Supervisor is the accountable owner of HR service delivery, employee records, payroll inputs, recruitment, employee relations, performance processes, statutory coordination, and practical HR improvements, while directly supervising Human Resources Officer. Key Responsibilities 1. HR Operations, Team Leadership & Service Delivery Own the annual and monthly HR calendar, weekly priorities, recurring deadlines, and service standards for the department. Delegate work to the HR Officer, review output, provide coaching, and maintain clear handovers and cross-coverage so the department has no avoidable single point of failure. Maintain oversight of the complete employee lifecycle, including hiring, changes in employment status, onboarding, probation, performance review, employee relations, and offboarding. Review and approve routine HR documents, personnel records, HR system updates, and employee communications within delegated authority. Set up and continuously improve practical HR policies, SOPs, checklists, templates, trackers, and internal controls suitable for Stonegoat's size and operating pace. 2. Workforce Planning, Recruitment & Onboarding Maintain an up-to-date headcount plan and recruitment tracker covering full-time, part-time, replacement, temporary, and event staffing requirements. Confirm approved manpower requests, job scope, employment type, budget, selection criteria, and target timeline with the hiring manager before recruitment begins. Review job descriptions, lead or participate in interviews, evaluate candidates, and provide evidence-based hiring recommendations to Management. Ensure no offer or employment commitment is issued without the required approvals and complete supporting documentation. Oversee onboarding, orientation, probation tracking, confirmation, transfer, and offboarding to ensure a consistent employee experience and complete records. 3. Timekeeping, Payroll, Compensation & Benefits Own the monthly payroll timetable and control process for attendance, leave, overtime, holiday work, commissions, allowances, deductions, unpaid leave, and approved employee changes. Review and validate the payroll input pack prepared by the HR Officer, investigate discrepancies, and submit complete information to Finance or the appointed payroll provider by the agreed cut-off. Coordinate payroll questions and corrections promptly while protecting confidentiality and maintaining a clear audit trail of approvals and changes. Oversee employee benefit administration, including Social Security, group insurance, health insurance, Provident Fund, and other company benefits where applicable. Support Management with compensation and benefit reviews, internal consistency checks, and accurate employee cost information. HR validates employee inputs; Finance remains responsible for payment execution and accounting or tax processing. 4. Employee Relations, Performance & Manager Support Act as the primary HR contact for employee relations, attendance concerns, grievances, conduct issues, performance concerns, conflict resolution, and sensitive workplace matters. Conduct or coordinate fair fact-finding, maintain complete documentation, advise managers on proportionate next steps, and obtain the required approval before formal action is taken. Own the process calendar and documentation for probation, KPI, OKR, and annual performance reviews; managers remain accountable for setting expectations, providing evidence, and delivering feedback. Coach department managers on practical people management, policy application, difficult conversations, documentation quality, and timely escalation. Plan or coordinate targeted employee engagement, internal communication, training, and development activities that address a defined business or employee need. 5. Compliance, Employment Documentation & Government Coordination Maintain HR practices and documentation in line with company policies, delegated authority, and applicable Thai employment and data-protection requirements. Review employment contracts, probation and confirmation documents, warning letters, resignation and exit documents, employee changes, and other employment records before issue. Oversee Social Security submissions, Work Permits, Visas, Immigration matters, employee insurance, statutory notifications, and renewal deadlines, with supporting evidence retained. Monitor material changes in employment requirements and recommend timely updates to policies, templates, or procedures; coordinate external legal or specialist advice when approved by Management. Protect employee confidentiality through appropriate access controls, document retention, and disciplined handling of sensitive personal information. 6. HR Systems, Reporting & Continuous Improvement Maintain reliable HR, attendance, leave, recruitment, and performance systems, including role-based access and data-quality controls. Provide Management with a concise monthly HR dashboard covering headcount, vacancies, joiners and leavers, attendance, overtime, leave, payroll exceptions, probation deadlines, employee relations, and statutory deadlines. Maintain current organization charts, employee lists, job descriptions, workforce records, and management reports. Lead proportionate HR improvement projects that reduce manual work, clarify accountability, improve employee experience, or strengthen compliance and business continuity. Support company growth, restructuring, new-location preparation, events, and other business projects requiring HR planning or workforce coordination. 7. Other Responsibilities Perform other reasonable duties consistent with the role, department capacity, and priorities assigned by Management. Remain available to provide direct operational support when workload, employee issues, or business continuity requires it. Authority & Escalation May approve routine HR administration and issue standard documents only within the company's delegated authority and approved templates. Must obtain Management approval for headcount, offers, compensation changes, promotion, disciplinary sanctions, termination, policy exceptions, or financial commitments outside delegated authority. Must immediately escalate material legal, payroll, employee-relations, personal-data, fraud, safety, or reputational risk, together with the known facts, documentation, and a recommended next step. Qualifications Education Bachelor's degree in Human Resources, Business Administration, Psychology, Political Science, or a related field. Experience At least 3-5 years of progressive, hands-on HR generalist experience covering several HR functions. Previous experience as an HR Generalist, Senior HR Officer, HR Supervisor, or comparable role, including coaching or checking the work of a junior team member. Experience supporting a mixed full-time, part-time, shift-based, service, retail, hospitality, fitness, or SME workforce is preferred. Practical experience with payroll inputs, recruitment, employee relations, performance processes, Social Security, Work Permits or Visas, and employee benefits. Knowledge & Skills Sound working knowledge of Thai employment requirements and the ability to recognize when specialist advice or Management escalation is needed. Strong planning, prioritization, documentation, analytical, and problem-solving skills. Ability to communicate clearly with employees, managers, government agencies, and external providers in a practical and respectful manner. Good command of spoken and written English and confidence using Microsoft Office, Google Workspace, HRIS, attendance, or payroll systems. Personal Attributes Hands-on, calm, fair, discreet, and dependable, with a strong sense of ownership. Comfortable moving between detailed administration, sensitive employee matters, and management-level recommendations. Service-minded without compromising policy, accuracy, or confidentiality, and committed to coaching the HR Officer and improving systems. Why Join Stonegoat? This role offers broad ownership of the people function in a growing, fast-moving climbing business. The successful candidate will have the opportunity to strengthen Stonegoat's HR foundation, work closely with Management and department leaders, develop a junior HR professional, and build practical systems that directly improve the employee experience and support future growth.