Talent & Employee Engagement Manager

Sika is a specialty chemicals company with a globally leading position in the development and production of systems and products for bonding, sealing, damping, reinforcing, and protection in the building sector and industrial manufacturing. Sika has subsidiaries in 102 countries around the world and, in over 400 factories, produces innovative technologies for customers worldwide. In doing so, it plays a crucial role in enabling the transformation of the construction and transportation sector toward greater environmental compatibility. With more than 34,000 employees, the company generated sales of CHF 11.76 billion in 2024.

POSITION SUMMARY:

The Talent & Employee Engagement Manager is responsible for leading the organization’s talent, learning, engagement, communication, and culture agenda to build a strong workforce, strengthen employee experience, and support business growth. This role drives strategic and operational initiatives across talent acquisition, learning and development, talent management, employee engagement, communication, culture, and change management to ensure the organization attracts, develops, engages, and retains the right people.

PRINCIPAL ACCOUNTABILITIES:                                   

1. Talent Acquisition and Employer Branding

• Lead and manage end-to-end recruitment processes to ensure timely and quality hiring.
• Partner with line managers or HRBP to understand manpower needs, hiring priorities, and candidate requirements.
• Oversee sourcing, screening, interview coordination, candidate assessment, and selection processes.
• Strengthening employer branding initiatives to enhance the company’s attractiveness in the talent market.
• Drive candidate experience improvement throughout the recruitment journey.
• Monitor recruitment efficiency, hiring quality, and time-to-fill performance.
• Ensure recruitment practices are aligned with company standards, diversity principles, and business needs.

2. Learning and Development

• Develop and implement annual learning and development plans aligned with business and capability needs.
• Design and coordinate training programs, workshops, and development initiatives for employees at all levels.
• Lead leadership development programs, managerial capability building, and succession-related development initiatives.
• Identify capability gaps and propose appropriate development solutions.
• Monitor training effectiveness and evaluate learning outcomes.
• Promote a learning culture and support continuous employee development.

3. Talent Management and Succession Planning

• Drive talent management processes, including talent review, succession planning, and high-potential development.
• Work with management to identify critical positions, key talent, and succession pipelines.
• Support internal mobility, career development, and talent retention initiatives.
• Develop frameworks and tools to strengthen talent identification and employee growth.
• Provide talent insights and recommendations to support organizational sustainability.

4. Employee Engagement and Employee Experience

• Design and lead employee engagement strategies, action plans, and programs to improve motivation and workplace satisfaction.
• Manage employee engagement surveys, analyze results, and coordinate follow-up actions with management teams.
• Develop employee recognition programs and activities that strengthen morale and reinforce desired behaviors.
• Support employee well-being initiatives and broader employee experience improvement programs.
• Enhance onboarding and employee journey experiences to improve retention and engagement.

5. Employee Communication

• Lead internal communication initiatives related to HR programs, employee activities, and organizational updates.
• Ensure clear, timely, and consistent communication to employees across different functions and levels.
• Prepare and manage communication materials related to engagement, talent, learning, and HR initiatives.
• Support leadership communication where needed to reinforce people priorities and cultural messages.

6. Culture and Change Management

• Drive programs that strengthen company culture, values, and employee connection.
• Support change management initiatives related to business transformation, organization change, and HR projects.
• Design and implement culture-building activities that promote collaboration, accountability, and employee commitment.
• Partner with leaders to improve adoption of organizational and cultural initiatives.

7. Diversity, Equity, Inclusion, and Well-being

• Support DEI and employee well-being initiatives aligned with company values and people strategy.
• Promote inclusive workplace practices and employee programs that support belonging and respect.
• Help integrate DEI and well-being considerations into talent and engagement initiatives.

8. Leadership Partnership and Stakeholder Management

• Partner with business leaders and people managers to understand talent and engagement priorities.
• Provide advice and recommendations on employee development, engagement, communication, and team effectiveness.
• Collaborate closely with HR Operation and HRBP/OD teams to ensure integrated people solutions.
• Support leadership teams in implementing HR programs and people initiatives effectively.

9. HR Projects, Metrics, and Reporting

• Develop and monitor KPIs related to recruitment, learning, engagement, talent, and employee experience.
• Analyze people data and trends to identify opportunities and risks.
• Prepare reports, dashboards, and management updates related to talent and engagement initiatives.
• Lead or support HR projects related to people development, culture, and employee engagement.
• Ensure proper documentation and continuous improvement of talent and engagement processes.

People Management Responsibilities

• Lead, coach, and develop team members within the Talent & Employee Engagement function.
• Set objectives, monitor performance, and ensure effective workload allocation within the team.
• Build team capability and encourage collaboration across the HR function and the wider business.

Key Interfaces

• HR & Admin Director / Regional Learning & Development Team
• Business leaders and line managers
• HR Operation team, HRBP & OD team
• Employees across all functions
• External training providers, recruitment partners, and service vendors

• Bachelor’s degree in human resources, Business Administration, Psychology, Organizational Development, or related field.
• Master’s degree is an advantage.

Experience

• Minimum 7-10 years of HR experience, with strong exposure to talent acquisition, learning and development, talent management, and employee engagement.
• At least 3-5 years in a managerial or team leadership role.
• Experience in driving culture, communication, and employee development programs.
• Experience in partnering with managers and business leaders in a dynamic organization.
• Experience in manufacturing or multinational environments is an advantage.

Knowledge and Skills

• Strong knowledge of talent acquisition, talent management, learning and development, and engagement practices.
• Good understanding of employee experience, culture building, and organizational change.
• Strong project management and program implementation skills.
• Strong interpersonal, communication, and stakeholder management skills.
• Ability to influence and work effectively with leaders and cross-functional teams.
• Strong analytical and problem-solving skills.
• Good command of English and Thai, both written and spoken.
• Proficiency in Microsoft Office and HR systems.

Competency

• Strategic thinking
• Business partnering
• Leadership and team development
• Communication and influencing
• Employee-centered mindset
• Collaboration
• Planning and execution
• Change agility
• Analytical thinking
• Results orientation

Key Performance Indicators

• Time-to-fill and quality of hire
• Recruitment process efficiency
• Training completion and effectiveness
• Leadership development progress
• Talent review and succession readiness
• Employee engagement score and action plan completion
• Retention of key talent
• Internal mobility and career development progress
• Employee communication effectiveness
• Delivery of culture and engagement initiatives

We offer competitive salaries, aligned with local market benchmarks and the specific scope and responsibilities of each role. Compensation is determined based skills relevant to the position, education and/or training.  We are committed to fair and equitable pay practices in accordance with applicable laws and regulations.