Human resources officer

Role purpose Deliver accurate and responsive day-to-day hr administration across the employee lifecycle. The human resources officer is the primary coordinator and record owner for routine hr work, including employee data, attendance and leave, payroll inputs, recruitment coordination, onboarding, government documentation, benefits, employee enquiries, performance documentation, and offboarding, under the direction and review of the human resources supervisor. Key responsibilities 1. Employee records & HR administration maintain the employee master list, personnel files, contracts, contact information, employment status, attendance, leave balances, probation dates, benefit status, and other approved hr data. update attendance, leave, recruitment, and document-tracking systems promptly after receiving complete and approved information. prepare standard hr letters, certificates, forms, contracts, confirmations, changes, and other documents using approved templates, then submit them for review or approval as required. file records and supporting evidence consistently so information can be retrieved quickly for payroll, management review, employee service, or compliance purposes. protect confidential employee information and follow role-based access, retention, and document-handling requirements. 2. Timekeeping, payroll inputs & Benefits administration collect approved attendance, shift, leave, overtime, holiday work, commissions, allowances, deductions, unpaid leave, and employee-change information according to the monthly payroll calendar. check that payroll inputs are complete, internally consistent, supported by the required approvals, and reconciled against the relevant attendance or leave system. prepare the payroll input pack and exception list for the hr supervisor by the internal cut-off, and respond promptly to questions or requested corrections. maintain a clear audit trail of payroll changes and never alter pay, benefits, leave balances, employee status, or deductions without approved supporting documentation. process benefit enrolment, changes, claims, and employee communication for social security, group insurance, health insurance, provident fund, and other benefits where applicable. 3. Recruitment, onboarding, probation & Offboarding post approved vacancies, screen applications against agreed criteria, schedule interviews, communicate professionally with candidates, and maintain an accurate recruitment tracker. collect pre-employment documents and prepare employment materials only after the required role, budget, and hiring approvals are confirmed. coordinate first-day readiness, orientation, policy acknowledgements, employee files, benefit registration, and the manager's onboarding checklist. maintain the probation calendar, issue advance reminders, prepare review documents, and follow up with managers and the hr supervisor until the process is complete. coordinate resignation, final working-day, clearance, exit documentation, return of company property, and relevant updates with the manager, finance, and other departments. support recruitment and administration for part-time, temporary, and event staff when required. 4. Government, statutory & External coordination prepare and coordinate social security registrations, changes, terminations, claims, and related submissions, with receipts and evidence retained. coordinate work permit, visa, immigration, employee group insurance, and other employment-related documentation and appointments under the supervisor's direction. maintain a deadline calendar for registrations, renewals, submissions, and employee document expiry dates, and escalate missing information early. liaise professionally with government authorities, external agencies, brokers, insurers, and service providers on routine administrative matters. 5. Employee service, engagement & Communication serve as the first point of contact for routine employee questions on approved hr policies, procedures, documents, leave, benefits, and process status. acknowledge employee enquiries promptly, provide accurate information from approved sources, and escalate sensitive, disputed, or non-standard matters to the hr supervisor. support employee engagement activities, internal events, hr announcements, surveys, training logistics, and communication follow-up. provide respectful and consistent service to full-time and part-time employees while maintaining confidentiality and appropriate boundaries. 6. Performance management & HR projects prepare, distribute, track, and file probation, KPI & OKR, and annual performance documents; follow up on deadlines without making the manager's evaluation on their behalf. maintain training, development, policy acknowledgement, and other assigned employee records. support updates to hr policies, sops, templates, checklists, organization charts, job descriptions, and employee communication materials. participate actively in hr system improvements, data clean-up, reporting, automation, and other projects assigned by the hr supervisor. 7. Controls, handover & Other responsibilities maintain an up-to-date task list, shared calendar, deadline tracker, and clear handover notes so routine work can be covered during absence. report to hr supervisor and directors of errors, missing approvals, employee complaints, payroll discrepancies, document expiry, or other risks promptly rather than waiting until the deadline. Authority & Escalation may coordinate routine processes, prepare documents, update approved records, and answer standard questions using current policies and templates. may not approve headcount, hiring, compensation, benefits exceptions, leave or overtime, disciplinary action, termination, policy exceptions, or other matters reserved for a manager, the hr supervisor, or management. must escalate sensitive employee-relations matters, disputed instructions, missing approvals, material payroll errors, potential legal or data-protection issues, and any situation that may create financial, safety, or reputational risk. Qualifications Education bachelor's degree in human resources, business administration, psychology, political science, or a related field. Experience around 2-4 years of experience in human resources, hr administration, payroll support, recruitment coordination, or an hr generalist role. experience supporting a mixed full-time, part-time, shift-based, service, retail, hospitality, fitness, or sme workforce is preferred. experience with social security, work permits, visas, employee benefits, attendance systems, or payroll inputs is an advantage. Knowledge & skills basic working knowledge of thai employment practices and the employee lifecycle, with willingness to learn and seek guidance when unsure. strong organization, follow-up, data-entry, filing, and deadline-management skills with excellent attention to detail. clear and respectful communication with employees, candidates, managers, government agencies, and service providers. proficiency in microsoft office or google workspace; familiarity with hris, attendance, leave, payroll, or database systems is an advantage. good spoken and written english is preferred. Personal attributes proactive, dependable, service-minded, and willing to take ownership of routine work from start to finish. trustworthy and discreet when handling confidential employee and payroll information. comfortable with detailed administrative work, recurring deadlines, and frequent follow-up across departments. able to work independently within clear authority while collaborating closely with the hr supervisor. Why join stonegoat? This role provides broad, practical exposure to the full employee lifecycle in a growing climbing business. Working closely with the human resources supervisor and Board of Directors will build strong hr operations skills, take meaningful ownership of day-to-day processes, and contribute directly to better systems and a positive employee experience.