Hiring patterns for Human Resources talent in 2024 differed from industry to industry.

The past year saw more investments and mergers and acquisitions in the market, with many foreign firms moving regional headcounts from South East Asia to Thailand. This drove up demand for experienced, seasoned HR professionals who could lead both strategy and operations for change management and transformation.

Meanwhile, there was stronger emphasis on business partnering, especially among large Thai organisations that are going international or handing the reins over to a new generation of leaders. In need of strong counsel, these businesses stated a preference for talent with experience in international organisations.

“However, where there are cost pressures, some companies looked to reduce expenses in the HR function. They formed leaner teams with more compact structures, implementing shared service models and outsourcing certain processes to overseas teams,” reveals Rungnapa Charoenrungsiri, Senior Manager at Robert Walters Thailand.

Read on to find out more about Rungnapa’s expectations of the labour market and hiring trends for Thailand’s Human Resources professionals in 2025.

Top candidates expect more

In the past year, Rungnapa has heard often from candidates that they are making their wellbeing and work-life balance a priority. Many are opting for companies that help them strike a fine balance between work and their personal lives, commending remote or flexible work arrangements that are made available to them.

These expectations don’t apply only to work culture, but compensation and benefits as well. From Rungnapa’s observation, good candidates often have retention bonuses or stock options from their existing employers, who look to retain them for at least three years. She adds, “This is quite common for talent in critical roles, or those in the trajectory to succeed key positions. Companies looking to hire externally will have to account for these heightened expectations to win over the talent they want.”

Competition for top talent is expected to remain fierce and some companies may not be able to fill vacant positions quickly. While they search for a replacement, more will turn to contract hiring to cover HR leadership positions in the interim, and consultancies who advise others in the leadership team and keep disruptions to a minimum.

New businesses, shared service models spur hiring

Across many industries, more Chinese businesses have entered the Thai market, contributing to demand for candidates who can converse in the language. Specifically, there will be strong demand for Chinese-speaking professionals with more than eight years of HR experience.

Roles that will see strong demand in 2025 include heads of HR, recruitment managers and compensation and benefits managers. Positions in regional HR and centre of excellence are also highly sought after.

Advice for talent attraction and retention     

Candidates now are more aware than ever how their time is spent, preferring opportunities that give them enough time for their personal lives. They are also less hesitant about resigning if they don’t see eye-to-eye with their line managers, or if there are growth opportunities elsewhere, or even if they do not have a new job opportunity  lined up yet.

“Mental health and family time are becoming more important factors for candidates these days,” Rungnapa comments. “Moreover, with so many opportunities available in the market, candidates are confident they can find new jobs without much difficulty.”

Companies looking to attract talent in today’s job market should consider providing hybrid work arrangements and health insurance coverage that includes family – as these directly address candidates’ desire to care for and support their families.

For talent retention, Rungnapa suggests paying attention to monetary factors like stock options, promotional bonuses and retention bonuses, which help long-term employees feel appreciated and committed to a future with the company.

Whether in talent attraction or retention, line managers play an extremely important role. “These individuals represent the team and company’s culture, and they factor heavily into whether a candidate decides to stay or leave. In the event of organisational restructuring or fluctuating business performance, they are responsible for communicating with      employees, reassuring them that they can feel confident despite the changes happening in the company. I’d strongly advise businesses to invest in identifying and cultivating their line      managers, as good ones attract promising talent, set good processes and practices, and inspire their teams to perform better,” adds Rungnapa.

Salaries based on contributions

Now that HR positions are more critical, businesses will approach salary increments differently, taking into account the candidate’s skills and contributions. Rungnapa adds, “Companies don’t look as closely at years of experience anymore. They are willing to pay significant increments to win over candidates who can present themselves as capable with lots to contribute.”

Find out more

Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in the Human Resources industry in Thailand.