# Sittipong Wongwan (PP) — HR Portfolio > SEA HR Generalist Specialist and HR Business Partner based in Bangkok, Thailand. 7 years in HR and talent, 9 years of total professional experience. Currently covers Thailand, Indonesia, Vietnam and Malaysia at LBN Technology Services Co., Ltd. (Zeal Holdings Limited). Recent work moves recruitment, onboarding, probation, payroll and offboarding into live HR systems on Lark. Website: https://sittipong-wongwan.pages.dev/ Email: sittipong.wwong@gmail.com Phone: +66 80 826 1596 LinkedIn: https://www.linkedin.com/in/sittipong-wongwan/ Languages: Thai (native), English (professional working proficiency, TOEIC 750) ## Key results - Refilled every vacancy within about 2.5 months after nearly half of a 25-person workforce left in one quarter (Sanomics); two further resignations in the following six months. - 45% faster HR transaction turnaround with Lark approval workflows. - 10% lower workforce cost through headcount planning, benefits review and vendor management. - 18% higher high-potential retention within six months. - HR reporting accuracy improved by more than 40% after a three-month HRIS launch. ## Case studies ### Interview scheduling and candidate pipeline LBN · Zeal Group · Aug 2026 · Live Page: https://sittipong-wongwan.pages.dev/#recruitment Recruitment coordination that used to run through chat, email, calendars and spreadsheets now runs as one workflow in Lark, from the candidate record to the final decision. Problem: Recruiters asked each interviewer for availability, compared time zones by hand, created meetings one at a time and chased feedback. Resumes, assignments and decisions sat in different places, and hiring managers depended on HR for status updates. - Panel availability is collected once and checked against live Lark Calendar free/busy data and each person's working hours. - Candidates choose from times the whole panel can make, shown in their own time zone, and can reschedule themselves up to two hours before the interview. - Meetings, calendar events and confirmations are created automatically, and every stage updates one candidate pipeline in Lark Base. - Assignments go out and come back through private upload links. Feedback reminders go only to people who still owe it. - Management receives a daily summary at 17:00, a weekly summary on Fridays, and a read-only dashboard. Safeguards: - The system never makes a hiring decision. - Only free/busy status is read. Private meeting titles are never shown to recruiters. - Dashboard access is limited to approved recruiters. Interviewers use private links. Estimated time returned to the recruiter: about 25–50 minutes per interview stage. This is a business-case estimate, to be confirmed against a measured baseline after the pilot. ### On/Off Boarding: one system for the employee life cycle LBN · Zeal Group · Oct 2026 · Live Page: https://sittipong-wongwan.pages.dev/#onoff Onboarding, the 90-day probation and offboarding share one record per employee, so HR, IT and line managers work from the same case and the same task list. Problem: Each stage lived somewhere different. IT often heard about new joiners late, laptops, access cards and email accounts were tracked in spreadsheets, and nobody had a single view of where a case stood. - One employee record links every case, task, approval, device and account across onboarding, probation and offboarding. - When a hire is approved, the right IT tasks are created from 16 standard templates, based on the entity and anything extra the manager asked for. - A case turns “Ready for Day 1” once every blocking IT task is done. A postponed or cancelled start pauses or cancels the IT tasks and tells IT. - Managers get probation evaluation forms on Day 30, 60 and 75, already filled in with the employee and review round. - Existing records were brought in: 222 IT inventory items and 187 device, access-card and email-account records. Safeguards: - The employee list holds active staff only and was checked against the email account list. - Adding or closing an employee record never creates or removes a Lark account by itself. - Confidential HR records are kept apart from day-to-day HR operations. ### Global onboarding system for the first 90 days LBN · Zeal Group · Apr 2026 · Framework Page: https://sittipong-wongwan.pages.dev/#onboarding A shared standard for what happens in a new joiner's first three months, who owns each step, and how a manager can tell whether it is working. Problem: A new joiner's first months depended on the individual manager. There was no common checklist, no agreed owner for each step and no way to compare how onboarding was going across teams. - Six connected parts: a 30-day framework, a manager guide for 1:1s, a 90-day plan, a KPI tracker, an onboarding dashboard and manager training. - Each phase has success signals a manager can check, such as “system access fully set up” and “no blocker open longer than three days”. - Ownership is explicit: the manager owns it, HR supports, a buddy guides. - Feedback follows the Situation–Behaviour–Impact model, and a pulse survey closes the first 30 days. ### SEA payroll for Thailand, Vietnam and Indonesia LBN · Zeal Group · 2026 · Live Page: https://sittipong-wongwan.pages.dev/#payroll Monthly payroll for three countries in one Lark Base, with each country's tax rules, a two-step approval, locked records and country-level access. Problem: Each country prepared payroll in its own files under different tax rules. Approval, record locking and who could see which salaries all depended on manual handling. - Linked tables for entities, employees, payroll periods, attendance, recurring items, one-off adjustments and payroll lines, so every amount can be traced. - Country tax tables are built in, including Indonesia's withholding rates and Vietnam's personal deductions. - HR in each country sees only their own country's salary data. - Six dashboards with 40 widgets for leadership, HR operations and finance. Safeguards: - Every earning and deduction is stored as its own line for audit. - Approved records are locked against changes. ### Global mobility policy and relocation toolkit LBN · Zeal Group · May 2026 · In use Page: https://sittipong-wongwan.pages.dev/#mobility One set of rules and tools for moving employees between countries in the group, from eligibility and benefits to cost approval and repayment. Problem: International moves were handled case by case. There were no shared rules on who qualifies, what support they receive, who approves the cost, or what happens if an assignment ends early. - An 18-section policy covering assignment types, eligibility, standard benefits, cost approval, repayment, tax equalisation and failed assignments. - Clear assignment types: permanent transfer, long-term (12 months or more), short-term (under 12 months), and commuter or development moves. - Applied to at least two real relocations. The toolkit: - Global Mobility Policy - Operational handbook for HR - Templates and forms pack - Country addendum framework for local rules - Assignment cost calculator - Operational tracker in Lark ### Termination approval and offboarding LBN · Zeal Group · Sep 2026 · Live Page: https://sittipong-wongwan.pages.dev/#termination Company-initiated terminations follow one route in Lark, from the proposal and pay package to final approval, equipment return and access removal. Problem: A termination involves sensitive pay calculations, several approvers and exit tasks spread across HR, IT and the line manager. Done by hand, steps get missed and access can stay open after the last day. - Local HR prepares the pay package in local currency, with the exchange rate to USD and the calculation attached. The HR Manager verifies it before final approval. - Every day the system recalculates tenure, severance, annual-leave payout and totals, so a correction made today is reflected the next morning. - Once approved, seven offboarding tasks are created with owners and due dates counted back from the last working day. - Owners are reminded 5 and 2 working days before each due date. Overdue tasks go to the line manager and the HR Manager. Safeguards: - The system never approves, rejects or returns a case. - Access is never removed before full approval and the confirmed last working date. - A case cannot close without equipment-return photos and an access-removal record. - Salary and severance figures never appear in notifications. IT sees only what its tasks need. ## Earlier roles ### Rebuilding a team after a competitor hired it away Sanomics (Thailand) · 2021–2024 · Case study Page: https://sittipong-wongwan.pages.dev/#rebuild A competitor hired the Operations team leader and several team members followed. Nearly half of a 25-person workforce left within one quarter, and the site had one HR person. Problem: Losing a team leader and the people who followed left gaps across Operations at once. There was no HR team to share the recruiting load, and pay and commission had to be competitive enough to stop more people leaving. - Ran recruitment for every open position and filled all vacancies within about two and a half months. - Revised the salary structure from junior to senior levels so pay steps were clear and competitive. - Revised the sales commission scheme. - Surveyed training needs, sourced external trainers and taught some sessions personally. What happened next: - All vacancies filled in about 2.5 months. - Two further resignations in the six months after the team was complete. ### HR foundations for a growing site Sanomics (Thailand) · 2021–2024 Page: https://sittipong-wongwan.pages.dev/#sanomics-foundations As the site's only HR person, set up the core HR structures the business had been running without. - Implemented a provident fund within two months. - Partnered with IT and the head office on the payroll-system transition and the process controls around it. - Built job-grading, competency and performance-review frameworks. - Delivered leadership-development programmes to strengthen accountability and retention. - Covered payroll coordination, recruitment, employee relations, benefits, policy and office administration. ### Multi-site HR services and employee relations UPS Thailand · 2024 Page: https://sittipong-wongwan.pages.dev/#ups HR support for operational teams across several sites, delivered with BPO partners and kept in line with UPS global standards. - Delivered recruitment, onboarding, offboarding, employee relations and learning support for operational teams. - Worked with BPO teams to localise HR services while staying aligned with UPS global policies. - Streamlined how employee-relations cases were handled, reducing issue-resolution time by 30%. - Led the 2024 People Traits and SHIELD Awards programmes in Thailand. ### Senior and specialist recruitment Dplus Intertrade · PRTR Recruitment · 2020–2021 Page: https://sittipong-wongwan.pages.dev/#recruiting Where the talent-acquisition side of the work started: in-house recruitment leadership and agency consulting. - Managed full-cycle recruitment for senior and specialist roles and coached a team of recruiters against workforce priorities. - Coordinated work-permit processes for multinational employees. - Administered incentive and commission structures for sales teams. - As an agency consultant, advised hiring managers across industries on candidate assessment and the hiring market, and placed mid-to-senior talent. ## HR systems ### HR task and report tracker LBN · Zeal Group · Jun 2026 Page: https://sittipong-wongwan.pages.dev/#hr-task A shared task list for the HR team, so everyone can see what is due, what is late and who is carrying the load. - Daily, weekly and monthly views, plus “my tasks”, overdue and near-deadline views. - A form for managers to add tasks through a link. - A dashboard of task counts, status and workload per person. - Six automatic alerts: new task, approaching deadline, overdue, completed, daily summary and weekly summary. - A Thai setup guide written for beginners. ### Regional sales performance tracking LBN · Zeal Group · Jul 2026 Page: https://sittipong-wongwan.pages.dev/#sales-perf Sales performance for the regional sales teams in one place instead of separate country files. - Monthly targets, weekly results and monthly evaluations in linked tables. - A setup kit for building the base. - A detailed Thai setup guide. ### Probation reminders and evaluation LBN · Zeal Group · Sep–Oct 2026 Page: https://sittipong-wongwan.pages.dev/#probation Probation reviews on time, with the same evaluation for every new hire. - Reminders for each new hire's probation milestones. - A standard evaluation template for managers. - Managers are the evaluators, reviewing on Day 30, 60 and 75 through a Lark form. ### Candidate scorecard and SEA recruitment tracker LBN · Zeal Group · Mar–Jul 2026 Page: https://sittipong-wongwan.pages.dev/#scorecard Consistent candidate scoring and one view of open positions across the region. - A scoring sheet with the same criteria for CV screening and interviews. - A single tracker for open positions across Southeast Asia. ### Hiring requests through Lark Approval LBN · Zeal Group · Jun 2025 Page: https://sittipong-wongwan.pages.dev/#hiring-requests Headcount requests with a clear owner, approver and record. - From 5 June 2025, every new or replacement headcount request goes through a Lark approval form. - Email and verbal approvals are no longer accepted for new requests. - Headcount approved before that date stays valid. - A standard job description template. ### IT inventory, Thailand LBN · Zeal Group · 2025–2026 Page: https://sittipong-wongwan.pages.dev/#inventory Every device with a recorded holder. - A register of IT equipment and loans for the Thailand team in Lark Base. - The same approach is used in the On/Off Boarding system's asset records. ## Strategy & policy ### 4 Ways of Working culture rollout LBN · Zeal Group · May 2026 Page: https://sittipong-wongwan.pages.dev/#culture A plan to make four company behaviours part of how everyone works, not a one-off campaign. - Four behaviours, each translated into observable actions. - One sequence: communicate, build into HR processes, reinforce through managers, and measure. - Launch message for the culture handbook. ### Employer branding on LinkedIn LBN · Zeal Group · May 2026 Page: https://sittipong-wongwan.pages.dev/#branding Employer branding strategies for two group brands in Southeast Asia. - Target talent: sales, business development and leadership candidates. - Positioning and key messages for each brand. - Content aligned with the company's culture direction. ### Provident fund for Thailand LBN · Zeal Group · 2025 Page: https://sittipong-wongwan.pages.dev/#provident Getting the company ready for the provident fund requirement in Thailand. - Comparison of fund providers. - The case for a pooled fund for a company of this size. - Executive summary for approval. - Announcement to employees. ### Sales organisation and salary benchmarking, Thailand LBN · Zeal Group · Feb 2026 Page: https://sittipong-wongwan.pages.dev/#sales-org A plan to grow a five-person sales team into three teams under a sales manager. - A five-level job structure from sales executive to sales director. - Market salary ranges for each level. - A phased hiring plan. - A minimum KPI policy for regional sales staff. ### Engagement benefits review LBN · Zeal Group · Dec 2025 Page: https://sittipong-wongwan.pages.dev/#benefits Benefits that differed by country, reviewed side by side. - Optical, gym, birthday and long-service awards compared across countries. - A proposal for a more structured approach to engagement benefits. ### Workplace policies and approval forms LBN · Zeal Group · 2025 Page: https://sittipong-wongwan.pages.dev/#policies Policies written and communicated for the Thailand team and the wider group. - Performance-linked hybrid work for the Thailand sales team: two home-working days a week when the monthly target is met. - Return-to-office policy and remote-work request process. - Hospitality, and travel and expenses policies. - Overtime and remote-work requests through Lark approval forms. - Summaries of UK and Cyprus labour law related to these policies. ### Office and support-cost proposals LBN · Zeal Group · 2025 Page: https://sittipong-wongwan.pages.dev/#cost Cost decisions supported with side-by-side options. - Four serviced offices in Bangkok compared on cost, access and facilities. - Cost-effectiveness review of the outsourced accountant. - Cost and conditions of exiting an office contract. ### HR reporting for leadership LBN · Zeal Group · 2025–2026 Page: https://sittipong-wongwan.pages.dev/#reporting Regular reporting and proposals for the leadership team. - Speaker outline for the monthly HR and GA report. - Year-end employee activity proposal. - Employee handbook outline. - Weekly team meeting template. ## Experience - SEA HR Generalist Specialist, LBN Technology Services Co., Ltd. (Zeal Holdings Limited), Jan 2025 – Present. Thailand from Jan 2025, Indonesia from Jul 2025, Vietnam from Jan 2026, Malaysia from Aug 2026. - HR Geo Services Specialist, UPS Thailand (UPS Parcel Delivery Service Limited), Jun 2024 – Dec 2024. - HR and Administration Manager, Sanomics (Thailand) Limited, May 2021 – May 2024. - Recruiter Supervisor, Dplus Intertrade Co., Ltd., Nov 2020 – Apr 2021. - Senior Recruitment Consultant, PRTR Recruitment Co., Ltd., Jan 2020 – Oct 2020. - Earlier: Education Consultant, Wall Street English (Thailand), 2018–2019; Sales Representative, Thanes Development, 2017–2018. ## Education - Bachelor of Science in Biotechnology, First Class Honours, Mahidol University, Thailand, 2017. ## HR systems and tools - Lark Suite, Workday, SAP SuccessFactors, HiBob, Workable ATS, Power BI, Advanced Excel. Note: work is described as processes only. No employee, candidate or salary data is shown.