Payroll & Employer
HR Shared Services Thailand
DOE-licensed HR shared services for Thailand-based employers
The whole HR back office, run from our Thai entity under DOE Licence น.1830/2565. Payroll, Social Security Office contributions, the Workmen's Compensation Fund, PND 1 withholding and the year-end filings, employment contracts, work permit and visa administration for foreign staff including 90-day reporting, and a helpdesk your employees can reach directly. Twelve-month minimum term against a refundable one-month deposit.
24+ years
of regional HR group heritage
DOE น.1830/2565
regional HR practice - Company Reg: 0105565048191
9 entities
across 5 SEA markets
5 markets
TH · SG · MY · VN · ID
How it works
1
Scope
Scoping decides the boundary and the standard. Ordinarily that means payroll, the full lifecycle from offer through transfer to final settlement, benefits, leave, HR reporting, the employee helpdesk, statutory filings, and permit work where foreigners are on the payroll. It is written down and agreed before a contract exists, because an unclear boundary is what turns a shared services arrangement into an argument in month four.
2
Onboard
Build phase: records across, workflows configured function by function, integrations into your HR or accounting system written and tested, approval chains and escalation routes committed to paper. A complete cycle then runs alongside your existing one and is reconciled line by line. Go-live is authorised by that reconciliation and nothing else.
3
Run
Then it runs monthly. Payroll calculated and disbursed in baht, Social Security Office and Employee Welfare Fund contributions and PND 1 remitted on their statutory dates, benefits and leave current, joiners and leavers handled to your rules, and employees calling a helpdesk rather than calling you. Where foreigners are employed, permit expiry, visa renewal and 90-day reporting sit in the same calendar as the payroll, because those are deadlines with consequences attached rather than reminders.
4
Improve
Quarterly, the numbers get examined: accuracy, deadlines met, cost per employee, exception frequency. That meeting is also where functions get added, returned, or resized as headcount moves.
HR shared services in Thailand, backed by 24+ years of group heritage
The Thai HR administration that causes trouble is the part with dates on it. Social Security enrolments and the monthly filing, withholding on PND 1 within days of month end, the annual employment conditions report and the withholding summary in January and February, and for foreign staff a work permit and visa pair that renew on their own clocks and cannot be allowed to drift. Add the fact that filings and personnel documentation are in Thai, and a foreign-parent company running this from a head office spreadsheet tends to discover the gaps during an inspection. We run that layer through People Profilers Bangkok Recruitment Co., Ltd., alongside recruitment, payroll and employer of record work in the same market, so the process reflects what actually happens rather than what a manual says. For the numbers behind these obligations, see the full statutory cost of a Thai hire.
What's included in our HR Shared Services
Three layers: the HR functions held to service levels written into the contract, the statutory and permit work that has to close correctly every cycle, and a standing review that keeps the arrangement matched to how the organisation is changing. The fee covering all three is fixed in the engagement letter before the first operational cycle.
HR function coverage
- ✓Payroll, benefits, leave, employee data
- ✓Onboarding, offboarding, employee lifecycle
- ✓HRIS administration, employee helpdesk
- ✓Performance review & appraisal coordination
Work Permit + statutory
- ✓Work Permit & Non-Immigrant B visa applications & renewals
- ✓SSO contributions Thailand filings
- ✓Tor Lor 1 Kor, PND 1, country-equivalent annual returns
- ✓Thailand Recruitment Licence น.1830/2565 - DOE-licensed HR partner
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
Fees are in writing before onboarding. Minimum term is twelve months with one month of fees held as a refundable deposit. The people running your HR function are our employees, recruited, managed and retained by us, which is where the operational, regulatory and employment risk sits. Where your need is broader than HR and takes in reception, office administration and document work, BPO Services is usually the better fit.
When HR shared services makes sense in Thailand
Three situations account for most of it here, and one boundary worth being clear about.
The filing calendar has outgrown one person
Social Security enrolments and monthly submissions, withholding filed within the first week, the January and February annual sequence. None of it is difficult and all of it has a date. Once headcount passes the point where one coordinator holds the calendar in their head, the gaps appear in the records rather than in anyone's inbox.
Foreign staff whose paperwork cannot lapse
A work permit and the visa behind it renew on separate clocks, and letting one slip affects the other. We track both against the employee record rather than in a side list, so a renewal starts when it should.
A foreign parent with no HR administration here
Overseas headquarters with a Thai team who need records, filings and employee queries handled locally and in Thai, without building the function. You get the administration to a documented standard and one point of contact.
One boundary worth stating: you remain the legal employer of your team throughout. We administer. If you want us to be the employer instead, that is Employer of Record. If you want a whole function handed over against a service level rather than the HR layer specifically, that is BPO Services.
HR SHARED SERVICES
The HR administration layer, without the headcount
Employee records, Social Security enrolments and statutory filings maintained · Work permit and visa renewals tracked to expiry · Escalation to licensed advisory when needed
Industries & Functions We Cover
How much work an HR back office generates varies sharply by sector. Shift premiums and overtime in automotive and electronics, service charge distribution in hospitality, site allowances and rotation in construction and energy, rostering and licensing records in healthcare. Because our consultants come from recruiting into these industries, the shape of your cycle is familiar to the team running it.
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 HR Shared Services and BPO Services?
The same act, different perimeters.
HR shared services is bounded by the HR function, permit and visa work included, and everything in it answers to HR deadlines.
BPO is bounded by whatever recurring administration you want to stop doing. Reception, office administration, document handling, data entry, with payroll as one item on a longer list.
Employ foreigners and have a real HR problem, and the first is the answer. Have an administrative burden rather than an HR department, and the second is.
Who is the legal employer when I engage People Profilers HRSS?
You remain the employer of your own people. Nothing in their contracts, service or entitlements shifts because we now produce the payslip.
Our staff are the ones delivering the service, employed by us, with the employment risk on our side of the line.
If the requirement is for us to employ people who work in your business, that is a different instrument entirely and lives at Employer of Record.
How is HRSS different from your standalone Work Permit & Immigration service?
Standalone is transactional. You keep your HR function and call us when a permit, a renewal or a ratio problem appears, paying per filing.
Bundled is continuous. The permit work happens inside the monthly engagement next to payroll and the lifecycle, on a retainer.
Volume decides which is cheaper, but there is a second consideration. The Thai-to-foreign employee ratio is a continuous obligation rather than a renewal-day check, and it is easier to hold when the same team sees both the headcount and the permits every month.
How does the engagement and pricing work?
Twelve months minimum, one month of fees held refundable across the term.
Headcount sets the base, the functions in scope adjust it, and the statutory and permit workload your particular workforce generates does the rest. Foreign staff and multiple provinces both add real work, and the price acknowledges that rather than smoothing it into an average.
All of it appears in the engagement letter before onboarding, with later movement handled as documented variations.
How do you handle data security and employee privacy?
Access is granted to the people on your engagement and enforced by the systems, not by a policy nobody reads.
Thai personal data protection requirements set the standard, and the engagement letter records retention periods, access rights and the breach procedure. Payroll, Social Security and permit records carry stricter handling than general HR data.
When it ends, your data comes back in a format you choose and ours is destroyed against a schedule agreed at the outset.
What does the transition look like if we move from in-house HR or multiple vendors?
Nobody hands over a clean function. There is a vendor, a spreadsheet somebody guards, and one person who is the only living source on how leave accrual actually works here.
Mapping therefore precedes everything, undocumented practice very much included, because that is the category that breaks when the switch is thrown.
Migration, configuration, then a full parallel cycle reconciled against the existing one. Cutover follows that and never leads it. Where several vendors are being folded in, payroll goes first and the rest arrives over subsequent 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.
