Compared with the selected benchmark ("All roles in Bangkok, Thailand"), this listing's salary midpoint is about 90% lower. The offer sits below the benchmark range (€9,260–€13,890). Range-width comparison is limited because one of the salary bands is incomplete. This benchmark is based on 3 comparable listings.

Monthly salary comparison for Senior Manager, Employee Relations
Market	Lower bound (25th percentile)	Median	Upper bound (75th percentile)
All roles in Bangkok, Thailand	€9,260/per month	€13,890/per month	€13,890/per month

About the role

Senior Manager, Employee Relations (Bangkok-based, Relocation Provided) at Agoda. We are looking for a leader to guide our Global Employee Relations Team, developing policies, governance frameworks, and analytics to ensure fair and compliant people practices. The role collaborates with HR leadership, Legal, unions, and government bodies to manage complex disciplinary matters, labor relations, and workforce risks. Responsibilities include policy leadership, stakeholder influence, and data-driven decision-making; serving as a subject-matter authority on employment law and industrial relations strategy. Required qualifications include deep knowledge of employee relations and labor law, ability to interpret legislation, strong negotiation and analytical skills, a degree in HR/Law/IR, and at least 13 years of relevant experience; English fluency is essential. Bangkok-based with relocation.

Job Details

Responsibilities

Elevate Compliance and Policy Expertise: Act as the go-to specialist on ER Matters, guiding managers in adhering to company policies, local laws, and regulations. Establish governance standards, operating guidelines and decision frameworks to ensure consistency across the organization. Translate employment legislation, case law and regulatory changes into clear institutional policies and guidance.
Enhance Manager Effectiveness: Lead the design, review and implementation and advise people managers on the Organization-wide employee & labor relations and HR policy framework. Critically evaluate systemic issues in manager capability and practices and escalate them appropriately to business leaders for sustainable resolution.
Union Engagement: Represent the organization in union consultations, negotiations, arbitration and dispute resolution forums. Analyze union and management proposals to assess policy, financial and employee-relations implications. Support collective bargaining strategies through data, benchmarking and scenario analysis.
Streamline Disciplinary and Termination Processes: Ensure accurate execution and documentation of disciplinary actions and terminations to minimize labor disputes.
Lead Investigations and Employee Relations processes: Conduct impartial investigations into grievances and serve as a dedicated Employee Relations partner, identifying trends and insights to inform procedural improvements.
Drive Performance and Policy Enhancements through Analytics: Analyze performance management data and past misconduct cases to develop recommendations for capability-building, policy revisions, training enhancements, and more effective management practices.
Optimize Performance Management and Offboarding: Spearhead improvements in performance management systems and refine offboarding processes, incorporating data from different sources to enhance employee experiences.
Regulatory & Dispute Management: Liaise with Legal team to represent and manage the Company in negotiations, arbitrations and dispute resolution forums or other regulatory authorities.

Requirements

Deep understanding of employee relations, labor relations and workplace dispute management.
Strong working knowledge of employment legislation, regulations and industrial relations practices.
Ability to interpret legislation and apply it practically within complex organizational environments.
Advanced stakeholder management and influencing capability across senior leaders, unions and regulators.
Strong negotiation, mediation and conflict-resolution skills.
Ability to balance organizational risk with empathy and sound judgement.
Degree in Human Resource Management, Law, Industrial Relations, or related discipline, or equivalent professional experience.
A minimum of 13 years in Employee and Labor Relations or HR Business Partnering roles within large or regulated organizations, with a proven track record of handling complex employee relations issues.
Extensive knowledge of employment laws and regulations in the relevant region, with the ability to interpret and apply them in various scenarios.
Hands-on experience managing and executing restructuring/change management projects
Strong analytical and critical thinking skills
Excellent interpersonal and communication skills to build and maintain relationships with key stakeholders
Ability to cope well with ambiguity and change
High level of discretion, confidentiality, and ethical standards in handling sensitive information and situations.
Sound judgment and the ability to make well-informed decisions, balancing legal compliance with business needs.
Proficiency in using data and analytics to inform decision-making processes and improve employee relations strategies.
Fluency in written and spoken English, with strong communication skills to effectively convey complex information.

Skills & Technologies

Data-driven decision makingPolicy developmentEmployee relations analyticsDisciplinary and termination processesInvestigation leadershipStakeholder managementUnion engagementLabor laws and regulationsChange managementEnglish fluency