1. STRICTLY PRIVATE & CONFIDENTIAL
Ms. Panadda Kuprasert
8 Soi Pracha-utit 4 Branch 12, Kwaeng Donmuang
Khet Donmuang, Bangkok 10210
Tel. 081-6404270, 086-6049904
Email address: chompooka@hotmail.com
S U M M A R Y O F Q U A L I F I C A T I O N
Professional management level with strong experience in human resources for more than 20 years. Known for ability
to conceptualize and successfully implemented HR systems for sustained business growth. Strong background
includes recruitment, compensation & benefit, labor relations, and organization development, employee
engagement, employer branding and business partner. Skills in problem solving, analysis, change agent,
interpersonal and people management. A fast learning executive with accountability, who is results -oriented and
responsible.
P R O F E S S I O N A L E X P E R I E N C E
Meyer Industries Limited. Feb 2016 – Present
Human Resources Director
Direct report to: General Manager, Managing Director
No. of Subordinate: 30 Total Employees: 4000
Responsibility:
Set short term and long term HR strategic Plan and create action plan base on the plan
Monitoring and control all HR functions including Talent acquisition (implementing using of competency base
interview), Compensation and Benefit (on process of Job Evaluation), Performance Management (Apply PIP ,
performance Improvement Plan), Employee Relation (Employees Engagement) and Organization Development
(Talent Management, Succession Plan, Individual Development Plan)
Currently in the process of Competency Development (Core competency, Managerial Competency and Function
Competency)
Create and implement new HR system that appropriate and match with MIL
Be a HR business partner for management team as a consultant in case of employees.
Be a leader to negotiate with Union, Employee Committee.
Areeya Property Co.,Ltd. March 2014 – Jan 2016
Vice President – Human Resources
Direct report to: President
No. Of Subordinate: 14 Total Employees: 1400
Responsibility:
Monitoring all HR functions and be a coach to build higher capabilities for HR team to make sure that they capable
to support business growth. Build HR innovations for value added
• Set HR Short and long term plan to drive business growth
• Act as main function that involve monitoring Strategic Plan and link it into individual plans and
remuneration system
• Design for effective organization structure
• Monitoring manpower planning and design method to recruit all level in organization
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2. STRICTLY PRIVATE & CONFIDENTIAL
• Be a consultant for leadership team to solve problem in case of people, staffs capability and provide
information, option for making decision
• Monitoring HR budget (People cost)
• Building staff engagement
• Talent development
• Be a training for some in house course and be a major coach for HR team such as train them to
understand competency and how to use competencies for each function in HR etc..
• Create effective tools for excellent HR service such as create competency based interview questions for
talent acquisition team, create new performance management system that link their result into further
steps such as individual plan, star system or performance improvement plan
American Standard B&K Co.,Ltd. Oct 2011 – Dec 2012
Human Resources Director
Direct Report to: Managing Director
No. Of Subordinate: 13 Total Employees: 1500
Responsibilities:
Take a leading role for Human Resources functions including both HRM and OD. Coordinate with Regional HR to
feedback all HR deployment activities. Create the system, method that could improve or add value to HR to deliver
the best results. Represent as company to deal and negotiate with labor union.
Responsible for 2 Plants (Rangsit Plant and Rayong Plant) and commercial functions for Thailand, Australia,
Vietnam and Hong Kong
Gulf JP Co.,Ltd. July 2010 – Oct 2011
VP - Human Resources
Directly report to: President
Responsibilities: Corporate HR for 5 operated power plants and 12 new projects
No. of Subordinate: 10 HR staffs in HQ and 20 staffs form power plants
Total Employees: 1200
Responsibilities:
• Act as business partner for CEO and functional business leaders in strategic discussion, defines the strategic
direction and HR strategy, and defines long-term/ short-term HR strategy in supporting company’s targets
• Guide, manage and develop overall HR service, programs, policies and strategy to support business growth
• Organization Development including top talent management, Succession Planning, individual development plan
• Build employee engagement
• Manage community communication
• Employee service and counseling
Wella Trading (Thailand) Company Limited July 2002 – Apr 2010
Subsidiary of Proctor & Gamble Company Limited, a hair cosmetic business.
COUNTRY HUMAN RESOURCES MANAGER ( FOR WELLA MANUFACTORY AND TRADING)
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3. STRICTLY PRIVATE & CONFIDENTIAL
Directly reported to: MANAGING DIRECTOR/ REGIONAL HUMAN RESOURCES DIRECTOR
No. of Subordinates : 4 Total Employees: 500
Responsibilities:
 Support company business growth as a business partner, data provider and HR consultancy for both employer
and employee
 Strategic and planning Management to drive business achievement
 Leading the implementation of the performance management
 Monitoring company salary structure that competitive to market and oversee the variable pay systems within the
company including bonuses and salary increase.
 Defining talent management framework; tactical planning and execution of talent management practices that will
attract, develop, retain and deploy talents to drive Company’s and Groups’ strategic business goals; enabling
employees to acquire necessary knowledge, skills and competencies
 Identify employees specific competencies for each positions and develop employees competencies according to
core competencies and specific competencies as set
 Managed organizational change and transition problem Drive and support for change process, redesign the
organization structure together with business leaders and build capabilities for new roles in alignment
 Employee engagement building to be the best working place for employee to release their capability to deliver
the best results
 Monitory Employee Relation for Wella Plant
 Coordination of safety workplace
 Made employee branding by created motivating best workplace environment, proceed satisfaction survey and
solve problems to make better employees satisfaction
 Responsible for employees relation and be a consultant for all department head according to labor law issues
 Planning, developing and implementing recruitment strategy, policies and procedures with linkage to current
and future business needs Developed top talents Management
 Providing professional support and advice on recruitment to line and departmental managers
 Managed and monitoring HR department budget
Key Achievements:
 Be a leader of HR integration project to lead the Wella Transition to P&G with smooth executing within time
frame
 Initiated the Succession Plan for significant positions that prevented loss
 Talent Management program
 Employee engagement program starting from executed the staff satisfaction survey analysis and resolve
organization problems and propose for the options for employees engagement. Results as following
- Reduce staff turnover rate every year
- Score of staffs’ satisfaction were higher every year
 Build Employer Branding
Johnson Controls (Thailand) Co., Ltd. Dec 2001 – June 2002
Facility Management/ Control System.
HUM AN RESOURCES MAN AG ER (TH AI L AN D, VIETNAM , INDONESI A )
Directly reported to: Regional HR Director (Singaporean)
No. of Subordinates: 3
Set and developed for all HR functions and policies to generate significant effectiveness for business for Thailand,
Vietnam, and Indonesia. Solved problems that arose in HR functions and others.
East West Seed (Thailand) Co., Ltd. Jul 2000 – Nov 2001
Agricultural business.
HUM AN RESOURCES MAN AGE R
Directly reported to: General Manager (Thai) and Managing Director (Dutch)
No. of Subordinates: 2
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4. STRICTLY PRIVATE & CONFIDENTIAL
 Responsible for Human Resources strategies linked to business plan.
 Set and developed all of effective local Human Resources functions.
 Built organization capability by using individual target.
 Performed as a business partner of organization leaders.
 Manager all HR functions (recruitment, compensation and benefit, labor relations, and training & development).
Key Achievements:
 Established the Reward Program by using KPIs within the evaluation form
 Implemented new Reward Program for East West Seed Thailand and East West Seed International Co.,Ltd.
Pioneer Hi-Bred (Thailand) Co., Ltd. Aug 1996 – Jun 2000
Agricultural business.
HUM AN RESOURCES MAN AG ER
Directly reported to: Regional Human Resources Director (American)
No. of Subordinates : 4
 Developed the SEA and local HR programs to ensure the company able to carry out its business objectives.
 Provided the best services for both of employees and company in aspects of all HR functions.
 Improved and developed HR system to support company achievement.
 Provided good environment for employees to release the capabilities for tasks.
 Analyzed an appropriated manpower plan.
 Ensured compliance with tax laws and income-related statutory requirement.
 Managed and developed company policies.
 Provided resolution of any problems which might arise.
Key Achievements:
 Implemented the effective performance management system (Compensation System) to meet its objectives.
 Initiated the New Orientation Program.
New Zealand Milk Product (Thailand) Co., Ltd. May 1994 – Jul 1996
Dairy products business.
HUM AN RESOURCES EXECUTIVE.
Directly reported to: General Manager (Singaporean)
No. of Subordinates : 2
Handled all Human Resource functions for both management and development to support company business.
Key Achievements:
 Established all HR systems to organization.
 Crated candidates information systems
Bangkok Life Assurance Oct 1990 – Apr 1994
SENIOR RECRUITMENT OFFICER
Directly reported to: Head of Human Resources Department
Responsible for all recruitment process and hiring system until resignation.
Key Achievements:
 Crated tool for recruitment such as candidate database files(Candidate Information System), interview
evaluation
E D U C A T I O N
Chulalongkorn & Burapha University 1999 – 2001
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5. STRICTLY PRIVATE & CONFIDENTIAL
Master of Public Administration
Chulalongkorn University 1987– 1990
Bachelor Degree in Political Science
Major in Human Resources Management
Mater Dei Collage 1982 – 1987
M.6, Math - English
P R O F E S S I O N A L T R A I N I N G
- Compensation Workshop (TMA) - Balance Scorecard & KPIs
- Thai Labor Law - Business Planning & Budgeting
- How to write work regulation - Interview Technique
- How to write JD - Successful Management
- Problem Solving & Decision Making (Kepnor Thegoe)
P E R S O N A L I N F O R M A T I O N
BIRTH DATE : 23R D
OCT, 1968
AGE : 48
OTHER ALLOW ANCE : COMPANY CAR W ITH ACTUAL PETROL ALLOW ANCE
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6. STRICTLY PRIVATE & CONFIDENTIAL
Master of Public Administration
Chulalongkorn University 1987– 1990
Bachelor Degree in Political Science
Major in Human Resources Management
Mater Dei Collage 1982 – 1987
M.6, Math - English
P R O F E S S I O N A L T R A I N I N G
- Compensation Workshop (TMA) - Balance Scorecard & KPIs
- Thai Labor Law - Business Planning & Budgeting
- How to write work regulation - Interview Technique
- How to write JD - Successful Management
- Problem Solving & Decision Making (Kepnor Thegoe)
P E R S O N A L I N F O R M A T I O N
BIRTH DATE : 23R D
OCT, 1968
AGE : 48
OTHER ALLOW ANCE : COMPANY CAR W ITH ACTUAL PETROL ALLOW ANCE
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