Director HRD

Job Context & Major Challenges:

1. The unit was set up in 1974. From an initial capacity of 9125 TPA, the capacity has now grown to 110,000 TPA

2. There has been continuous improvement on all fronts,

production, technology, productivity, product grades quality, consumption ratios, environment, relation with local community and employees. These are to be sustained and

improved further for providing a competitive edges to the business of VSF.

3. The company is undergoing expansion including setting up one new CS2 plant in Saraburi

Province. Accordingly, large workload to liaison with Government sector to ensure all legal requirements are met and approved as per time schedule..

4. VSF. Unit falls under the category

of highly polluting industry company has achieved great success in implementing and achieving the desired pollution norm and continuous efforts are required in maintaining

consistency and to improve further to meet environmental requirements in order to maintain good relationship to community.

5. Many of the Managers who have joined the industry at

in caption stage are coming to the age of superannuation. This requires grooming the young managers, succession planning & restructuring the organization as per retirement and b

usiness requirement. Job Challenges: 1. Streamlining historical inconsistencies in personnel policies and performance management. 2. Managing large workfare needs

balancing between maintaining employees morale and company discipline. 3. Managing reconciliation between company and Labour Union to ensure fringe benefits are provided

sufficiently to all employees as per agreement as well as proper controlling human capital cost

Key Result Areas/Accountabilities:

1. Manage manpower planning and ensure recruitment and job induction are done effectively.

- Periodically review manpower planning succession planning in consultation with factory head. - Oversee the recruitment process and approve the employment contract.

. 2.Maintain harmonious relationship with Labour Union.

- Communication with Labour Union as a representative of Management. - Improve Employee Services. - Negotiate effectively.

3. Maintain effective liaison with Department of Industrial Work, Labour Department and all concerned Governmental agencies including Provincial/Local Public.

- Communicate with and brief different Government Agencies on regular basis. - Represent Unit in relevant forum.

4. Organize efforts towards handling of Legal cases related to employees and Safeguard company s interests.

- Ensure appropriate representation in tribunals/courts, etc. - Keep abreast of all amendments in law, Court judgments and update other staff on the same.

. Review personnel policies periodically and monitor their implementation.

5 Periodically review and update personnel policies in consultation with factory head.

6. Ensure budget used for HRM and HRD activities are used effectively.

- Provide guideline for HRM and HRD managers on preparing Annual Budget plan and authorize the expenses used accordingly.

Relationships: 

Relationship Type (Internal or External) Frequency & Nature

Departmental Head Regular HR Functional related to respective Department Top Management Regular For matter need consulting or approval Labour Union Leaders Regular Corporate communications Government Officer - As per requirement - Attend the meeting - Get together party -

Sport activities Community Leader As per requirement - Attend committee meeting - Participation

Local Ceremony Local correspondent As per requirement For necessary arrangement Local Politicians As per requirement For necessary arrangement Educational Institutions As per requirement Plant visited