WORK WITH US

The Senior HR Officer reports directly to the School Director and is expected to provide regular updates, strategic recommendations, and proactive compliance reports, acting as a direct advisor on all human capital matters.

Job Summary:
The Senior HR Officer is responsible for managing the full spectrum of Human Resources functions within the school, ensuring compliance with all local labor laws, education regulations, and internal policies. This role acts as a strategic partner to the School Director, developing and executing HR strategies that support the school’s mission and operational goals. Key areas of focus include compliance for expatriate staff (visa, work permit, teaching licenses), talent management (recruitment, training, performance), and strategic HR planning.

Key Responsibilities and Duties

1. HR Strategy and Planning

• Strategic HR Planning: Collaborate with the School Director and Head of School, and Academic team to develop and execute the annual HR strategic plan, aligning HR initiatives with the school’s long-term objectives.
• Policy Development: Review, update, and implement HR policies and procedures to ensure compliance, effectiveness, and best practices.
• Performance Metrics: Develop and monitor HR key performance indicators (KPIs) to measure the effectiveness of HR programs and initiatives.

2. Full HR Lifecycle Management

• Recruitment and Selection: Manage the end-to-end recruitment process for all staff (academic and administrative), including job posting, screening, interviewing, and offer negotiation.
• Compensation and Benefits (C&B): Oversee the payroll process, manage benefits administration (health insurance, retirement plans, etc.), and conduct salary benchmarking to ensure competitive C&B structures.
• Performance Management: Implement and manage the school’s performance appraisal system, ensuring timely reviews, goal setting, and development planning.
• Employee Relations: Serve as the primary contact for employee grievances, disciplinary matters, and conflict resolution, ensuring fair and consistent application of school policies.
• Exit Management: Handle the off-boarding process, including exit interviews, final settlement calculations, and paperwork completion.

3. Compliance and Licensing relevant with International School context

• Visa and Work Permit: Manage the complete process for obtaining, renewing, and maintaining visas and work permits for all expatriate faculty and staff in compliance with local immigration laws.
• Teaching License/Certifications: Oversee the submission and renewal process for all necessary Teaching Licenses and professional certifications for academic staff, ensuring all educators are legally qualified to teach.
• Regulatory Compliance: Ensure the school’s HR practices adhere to all national and local labor laws, educational acts, and safety regulations.

4. Training and Development (T&D)

• Training Needs Analysis (TNA): Conduct regular TNA to identify skills gaps and developmental needs across all departments.
• Program Implementation: Design, organize, and manage effective training and professional development programs (both internal and external) to enhance employee performance and career progression.
• Budget Management: Manage the T&D budget and evaluate the effectiveness of training interventions.

5. On-boarding and Cross-Check

• On-boarding Process: Design and execute a structured, comprehensive “onboarding” program for new hires to ensure a smooth transition and integration into the school culture.
• Cross-Check/Verification: Implement a mandatory cross-check system for all new hire documentation, background checks, and professional references “prior to commencement” of employment. This includes verifying educational credentials, past employment history, and licensing status with relevant authorities/previous employers.
• Induction: Conduct HR-specific induction sessions covering school policies, culture, benefits, and compliance requirements.

4-Month Expectations

• HR Communication & Clarity: Refine the organization’s communication image and clearly define the HR role and functions to all stakeholders (teachers, staff, and departments) to ensure mutual understanding.
• Integrated Data System: Develop a comprehensive database for academic work, students, teachers, and parents, ensuring integration with the Private Education Commission (สช.) or relevant regulatory system.
• Staff Performance Metrics (KPIs): Draft Key Performance Indicators (KPIs) to evaluate the performance of both support and academic staff, in collaboration with the academic administration.
• Foreign Staff Retention: Manage and advise the HR team to ensure operational continuity, specifically focusing on the retention processes (visa/work permit extensions) for Non-Thai Teachers and staff.
• Directorate Support: Provide direct support for the work of the School Director.