Payroll & Employer
BPO Services Thailand
Outsourced business processes beyond HR: reception, administration, documents, payroll
Recurring back-office work, staffed by people we recruit and employ through our own Thai entity. Reception and front of house, office administration, document handling and data entry, and the payroll and HR cycle. HR is one of the functions in scope rather than the edge of the service. Twelve-month minimum term against a refundable one-month deposit.
24+ years
of regional HR group heritage
Since 2022
Thailand BPO practice - Company Reg: 0105565048191
9 entities
across 5 SEA markets
5 currencies
THB · SGD · MYR · VND · IDR
How it works
1
Scope
Scoping is an inventory exercise before it is anything else. What leaves, at what standard, measured how. In practice that list runs from the payroll cycle and its Social Security Office and PND 1 obligations through records, leave, joiners and leavers, reception, office administration, document handling and data entry, to the statutory reporting. It also picks up the tasks nobody owns on paper, which are usually the ones sitting on a long-serving administrator who was hired to do something else. None of this is contracted until the inventory, the gaps and the target service levels are signed off.
2
Onboard
Then the build. Records across, workflows configured one function at a time, integrations into your accounting or HR system written and tested. Approval chains and escalation paths become documents rather than habits. A complete cycle runs in parallel with what you have and is reconciled against it, and only that reconciliation authorises go-live.
3
Run
From there the cycle simply runs. Payroll in baht, Social Security Office and Employee Welfare Fund contributions remitted, PND 1 withheld, benefits applied, leave balances current, joiners and leavers processed to your rules. Exceptions surface to you while they are still questions rather than after they have become payments, and a summary of how the cycle performed follows each close.
4
Improve
Four times a year we put the numbers on the table: accuracy rate, deadlines met, cost per transaction, exception frequency. It is a working review rather than a presentation, and it is where scope gets added, returned or resized.
BPO in Thailand, backed by 24+ years of group heritage
Thai business process outsourcing is not a smaller version of the Malaysian or Philippine model, and treating it as one is how service levels get missed. The demand here is domestic-facing and Japanese-facing: customer operations serving Thai consumers, and back-office and coordination work for the Japanese manufacturers concentrated along the Eastern Seaboard. Business-level English is thinner in this market than in countries built for offshore English delivery, and that has to be priced into the staffing model rather than discovered at go-live. Where the requirement is Thai-language service, or Japanese-language coordination with a parent company, the pool here is strong and the alternatives are few. Our BPO practice runs through People Profilers Bangkok Recruitment Co., Ltd. The staff delivering your function are our employees, so the hiring, the statutory contributions and the attrition sit with us.
What's included in our BPO service
You decide which processes leave the building and what standard holds them. Three layers: the functions delivered against documented service levels, the statutory and reporting work that has to close correctly each cycle, and a review rhythm that keeps the arrangement in step with the organisation. The fee is confirmed in the engagement letter before anything begins.
Function coverage - pick your scope
- ✓Payroll, benefits, leave, employee data, onboarding
- ✓Office admin, receptionist, switchboard, mailroom
- ✓Document admin, data entry, expense processing
- ✓HRIS, statutory and compliance reporting
Statutory + compliance handled
- ✓SSO contributions for Thailand employees
- ✓Tor Lor 1 Kor annual returns and Revenue Department leaver filings
- ✓Country-equivalent contributions in SG / MY / VN / ID
- ✓Calculated at official rates - no markup, no margin
Service levels + reporting
- ✓Documented SLAs per in-scope function
- ✓Monthly KPI dashboard + variance reporting
- ✓Quarterly service reviews + continuous improvement
- ✓Audit-ready records archived for statutory retention
Engagement letters spell out every fee in writing before onboarding. Engagements have a 12-month minimum term with one month's fees held as a refundable security deposit. The staff delivering your outsourced function are People Profilers employees - hired, managed, and retained by us, so the operational and employment risk sits with us, not you. BPO is function-level outsourcing delivered to SLAs; if you need named individuals integrated into your existing team rather than a function transferred to ours, see our Remote Talent Solutions service.
When BPO makes sense in Thailand
Three situations account for most of the BPO work we do here, and one boundary worth being clear about.
Scope the language honestly at the start
Thai-language operations staff quickly. Business-level English narrows the field sharply, and Japanese narrows it further, and both carry a premium. Deciding which the work genuinely needs, rather than writing "bilingual" into the brief, is what determines whether the team is built in four weeks or twelve.
A foreign parent with no back office here
Overseas headquarters with a Thai workforce who need HR operations, payroll, reception and document administration delivered locally without standing up a team to run them. You get the function to a documented service level, with the Thai-language documentation that makes it manageable.
Senior people doing transactional work
Lean Thai teams where a finance or HR lead spends the week on payroll queries, leave records and onboarding paperwork rather than the quarter. Moving that load out is usually cheaper than hiring underneath it, and considerably faster.
One boundary worth stating: the people delivering your outsourced function are our employees, so hiring, statutory contributions and attrition are our problem rather than yours. If you only need payroll administered while your staff stay your employees, that is Payroll Outsourcing. If you have identified one person you want employed here without a Thai company, that is Employer of Record.
BUSINESS PROCESS OUTSOURCING
Support functions staffed and managed on our employment contract
Reception, document administration, HR operations and back-office roles · Thai, English and Japanese capability · Social Security and Workmen's Compensation carried by us
Industries & Functions We Cover
Administrative work only looks generic from a distance. A freight forwarder's document flow, a hotel group's rostering and service charge distribution, an automotive supplier's shift and overtime calculations: each sets a different rhythm for whoever does the processing. Because we recruit into these sectors, the team put on your engagement recognises the work instead of learning it from your staff.
Aerospace & Aviation
MRO technicians and licensed engineers, ground handling and cabin services leadership, and aviation supply chain roles around Suvarnabhumi, Don Mueang and U-Tapao.
Automotive
Production and quality engineers, supplier development, sales and aftersales management across the Eastern Seaboard assembly and parts cluster.
Banking & Financial Services
Relationship managers, credit and risk analysts, compliance and AML officers and operations specialists across Thai commercial banks, insurers and asset managers.
Biotechnology & Pharmaceutical
Regulatory affairs, QA and validation, medical affairs and market access roles for manufacturers, distributors and clinical research organisations.
Chemical
Process, production and reliability engineers, HSE officers and technical sales across the Map Ta Phut petrochemical complex.
Construction & Civil Engineering
Project and site managers, civil, structural and M&E engineers, quantity surveyors and safety officers on Bangkok and EEC infrastructure.
FMCG & Retail
Brand and trade marketing managers, key account and modern trade specialists, and retail operations across Bangkok and upcountry networks.
Healthcare
Clinical operations, nursing leadership, medical representatives and regulatory specialists for private hospital groups and device companies.
IT & Telecommunication
Software engineers, cloud and data specialists, product managers and network engineers across Bangkok technology employers and the telco operators.
Logistics & Transportation
Freight forwarding, customs and import-export specialists, warehouse and distribution managers around Laem Chabang, Suvarnabhumi and the EEC.
Marine & Offshore Engineering
Marine and subsea engineers, vessel and yard operations, project managers and HSE specialists supporting Gulf of Thailand operations.
Media & Publishing
Account management, content and performance marketing, creative and production roles across agencies, broadcasters and digital platforms.
Oil & Gas
Process, drilling and project engineers, HSE coordinators, commercial analysts and terminal operations for upstream and downstream employers.
Real Estate & Property
Development and project managers, leasing and property managers, facilities leads and investment roles for Thai developers and hotel groups.
Semiconductor
Process, test and equipment engineers, packaging and assembly specialists and production leadership across the electronics estates.
Frequently asked questions
What's the difference between BPO and Payroll Outsourcing?
One is a cycle; this is a set of them.
Payroll outsourcing ends at an accurate payslip, the Social Security Office remittance, PND 1 and the year-end filings. Your own staff keep the rest.
Here the unit is a process, and several can travel together: reception, office administration, records, document handling, joiners and leavers, with payroll as one member of the group rather than the point.
There is also a staffing consequence. We recruit and employ the people who do this work, which is why the term is twelve months rather than cancellable. If your complaint is about payroll accuracy, the narrower service answers it. If your complaint is that you run a back office at all, this one does.
Who is the legal employer when I engage People Profilers BPO?
For the staff delivering the service, our Thai entity. They are on our contracts, registered with the Social Security Office, and the employment risk rests here.
Your workforce is untouched. Administering someone's payroll does not make us their employer, and nothing in their contract or entitlements changes.
The contrast worth drawing is with employer of record, where the people employed are ones you selected for your own business. Here they are ours, delivering something you specified.
How is BPO different from Remote Talent Solutions (RTS)?
Individuals against outcomes.
Remote talent puts named people into your reporting line. You direct them, prioritise their work, and appraise them.
This buys a closed cycle instead. The specification and the service level are yours; who performs it, and what happens when that person is unavailable, are ours.
Nothing separates the two on compliance, since both sit inside the same locally-incorporated entity.
How does the engagement and pricing work?
A twelve-month floor, and one month of service fee held as a refundable deposit across the term.
Pricing is driven by four things: how many processes, how much volume runs through them, what service levels you need, and how many countries are involved.
Fee schedule, service levels and an explicit list of what is not included all appear in the engagement letter. Scope moves later through documented variations, which is cheaper for both sides than renegotiating.
How do you handle data security and employee privacy?
Permissions are scoped to your engagement team, not to the operation, and the systems enforce that rather than relying on policy.
Thai personal data protection requirements govern the handling, with each other market's equivalent applying to regional work. The engagement letter carries the retention periods, the access rights and the breach procedure.
Exit terms are written at the start: your data returned in a format you nominate, our copies destroyed against a dated schedule.
What does the transition look like if we move from in-house operations or multiple vendors?
Expect mess. A payroll vendor here, a records system there, and an office manager who has quietly become load-bearing across four unrelated processes.
Which is why the inventory comes before anything moves, undocumented practice included. That is the category that fails during a cutover, because nobody wrote it down to be migrated.
After migration and configuration, a full cycle runs in parallel and is reconciled. Only then does anything switch over. Consolidating several vendors happens in sequence rather than at once, heaviest volume first, absorbing the remainder across the following cycles.
Explore our other services
Need something different? Browse our other broad service categories.
Build strong teams with confidence. Our recruitment solutions connect you with the right talent, at the right time, using a consultative approach that prioritises long term fit and performance.
Simplify workforce management while staying compliant. Our employer and payroll solutions reduce administrative burden and allow you to focus on growing your business.
