• Conduct opinion survey or need assessments, then, analyze training needs to development new training programs or modify and improve existing programs.
• Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Evaluate program effectiveness
  • Evaluate training programs, instructors, or materials.
  • Evaluate employee performance.
• Conduct orientation session and arrange on the job – training for new hires.
• Conduct employee training programs.
• Confer with management and conduct surveys to identify training needs based on production processes, changes and other factors.
• Train instructors and supervisors in techniques and skills for training and dealing with employees.
• Advice technical development competency frame work with area of expert and training activities for refinery staffs (including new recruited).
• Analyze gap closing plan for individual assessment result lead to technical training needs.
• Execute technical competency assurance management system as plan.
• Proactive facilitate supervisor coaching by line manager for refinery staff.
• Coordinate with line manager to prepare and advice training need for gap closing plan (IDP)
• Identify competencies for critical job positions and be able to conduct competency and training needs assessment among all departments for setting annual training plan, training budget control, implement training programs.
• Design and implement creative and relevant programs and update training curricula as needed
• Develop and execute the Learning & Development projects with efficiency
• Improve the company’s learning management system and e-learning tools
• Help assisting Sr. Corporate HR Manager to ensure that high potential employees (Succession plan) and development is in place and effectively implementing/

• Bachelor Degree in Political Science and Law, and Social Science.
• Extensive experience in Human Resources specifically Human Resources Development, Career Path Development and Succession Planning at least 10 years in manufacturing environment.
• Possesses good skill English proficiency
• Possesses skill in presentation
• Possesses good services mind and confident in dealing with required levels of employee.
• Possesses good analytical skill, coordination skill and collaboration skill with all levels of employees.
• Possesses good computer literature specifically in excel and power point.
• Possesses good manner as HR professional way of doing.

In 1972, an Australian, Thai, and Hong Kong partnership took a leap of faith to build Thailand's first tuna cannery for export. The company's name was Safcol (Thailand) and changed to Kingfisher Holdings Ltd. in 1989 and Maruha Corporation of Japan, one of the biggest seafood enterprises in the world, joined Kingfisher as a shareholder in 1990. This partnership has markedly improved Kingfisher access to the Japanese markets and raw material sources around the world. Over the years, the company sets up subsidiaries to focus on canning, can making and fish protein (Southeast Asian Packaging and Canning Ltd., SEAPAC); Value added marine products (KF Foods Ltd.); cold storage business (OCCL); and domestic sales in Thailand (Kingfisher 108 Ltd.)

Currently, we are looking for qualified candidates to join our team and be part of the Kingfisher’s family. Successful candidates will receive attractive fringe benefits and other competitive packages. Please join now.