דרושים Manager Talent Acquisition ב-Western Digital ב-Thailand, Khlong Chik Subdistrict

Today’s exceptional challenges require your unique skills. It’s You & Western Digital. Together, we’re the next BIG thing in data.

Cost Accounting Leadership

• Lead and manage the HDD cost accounting function, ensuring consistent and accurate cost standards across all manufacturing sites.
• Develop, implement, and maintain cost accounting systems, policies, and procedures aligned with company strategy.
• Manage quarterly standard cost updates—ensuring the accuracy of BOM, labor, and overhead costs, and that updates are completed in a timely manner.
• Conduct detailed manufacturing cost and variance analyses, including root cause investigations.

Inventory & Manufacturing Accounting

• Ensure accurate valuation of inventory (raw materials, WIP, finished goods) across global sites, contract manufacturers, and logistics centers.
• Analyze production costs and partner with operations to identify inefficiencies and drive cost reduction initiatives.
• Lead monthly and quarterly close activities for COGS and inventory, including comprehensive reviews of inventory reserve calculations across all categories, lower of cost or market (LCM) analysis for finished goods, and balance sheet account reconciliations.

Analysis & Reporting

• Deliver insightful cost analysis and financial reporting to support manufacturing, supply chain, and executive leadership.
• Analyze reports on cost trends, purchase price variance (PPV), usage, scrap, and absorption variances
• Collaborate with FP&A on budgeting, forecasting, and strategic planning.

Compliance & Controls

• Ensure adherence to GAAP/IFRS, internal policies, and SOX compliance requirements.
• Maintain robust internal controls over inventory and cost accounting processes.
• Support internal and external audits related to cost accounting and inventory.

Process Improvement & Simplification

• Lead initiatives to streamline and simplify cost accounting processes.
• Enhance systems, reporting tools, and methodologies for improved accuracy and efficiency.
• Promote automation and standardization across global sites to minimize manual work and errors.

Leadership & Cross-functional Collaboration

• Lead, mentor, and develop a high-performing cost accounting team.
• Foster a culture of collaboration, learning, and continuous improvement.
• Provide coaching and career development to support team growth.
• Partner with Operations, Engineering, Supply Chain, Procurement, and Finance to align cost strategies with business objectives.
• Serve as a subject matter expert on cost impacts of new product introductions, process changes, and technological advancements.

REQUIRED:

• Bachelor’s degree in accounting, Finance, or related field (Master’s degree preferred).
• Minimum 8 years of progressive experience in cost accounting or manufacturing finance, including 4+ years in a leadership role.
• Proven experience in high-tech manufacturing environments, preferably in HDD, semiconductors, or electronics.

PREFERRED:

• Experience supporting global manufacturing operations.
• Familiarity with lean manufacturing and continuous improvement methodologies.
• Strong project management and change leadership capabilities.

SKILLS:

• Strong knowledge of standard costing, variance analysis, inventory control, and manufacturing operations.
• Good command of English both in writing and speaking
• Proficiency in ERP systems (e.g., Oracle) and advanced analytics tools (e.g., Excel, Power BI).
• Excellent leadership, communication, and problem-solving skills.

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Implementation, development and operation of Hard disk drive and HAMR technology tribology component head and media testing.
• Work on various tribometers and testers, focusing on the new development of Blade HDD-like testing in environmental chambers, to characterize mechanical, electrical and magnetic performance, reliability and lifetime of head designs and media pairings.
• Direct operators to receive, inspect and index parts and materials entering the lab.
• Assist the supervisor to direct a team of Engineering Operator personnel that perform 24-7 operational tribology testing and assist with their training needs.
• Assist the Supervisor and other technicians, to ensure all Tribology equipment and testers are available, operated without deviation from official procedures, are well maintained and meet contamination, ESD and safety/hazard requirements.
• Manipulate raw data automatically or manually into spreadsheets and data analysis software, then construct MS PowerPoint presentations based on standard templates for Engineer review.
• Own specific tester statistical process control and preventative maintenance activities per IMS/ISO standards.
• Assist the team of Operators for lab tidiness (6S) and cleanliness.
• Assist in development of testers to enable the required testing and desired data output.
• Assist with Helium gas cylinder changes.
• Perform statistical data analysis on software such as JMP.
• Train other operators & technicians for tester operation, data analysis and report.
• Manage testing schedule with Operators and Engineers.
• Lead to perform 1st & 2nd level FA and debug of any testing issues and report to Engineer or Management level.
• Other adhoc duties as assigned, including wider Development departmental tasks and team building events.
• Attend and participate in training as assigned.

REQUIRED:

• Diploma degree in Electrical, Mechanical, Production, or related field.
• 2-4 experience in a technician electrical industrial
• Good in English communication

SKILLS:

• Knowledge machine mechanic
• Bonder assembly experience.
• Knowledge basic electrical circuit
• Knowledge systematic work skills
• Able to work in high pressure
• Leader shift skill
• Good Attitude
• Healthy able to work shift
• Advanced skills in Microsoft Word, Excel, Access and Power point.

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

As the regional early career talent program manager, you are responsible for assisting functional managers in planning intern / NCG / early career talent and structuring talent management for succession within the organization. You will partner with Business Leaders, Technical Leaders, and Human Resources team to
AWARDearly career talent with an exceptional experience:

1. Analyze and determine intern / NCG / early career talent needs (i.e., head-count plan and skills) in the region.
2. Work with Human Resources to determine target university / industry groups for talent sourcing and incubation.
3. Arrange and implement technical development programs, processes, and training initiatives to support organizational strategies across HDD Operations Unit (OU) and Business Unit (BU).
4. Ready early career talent through engagement and leadership activities (i.e., mentorship, coaching, reverse mentoring, reverse classroom, employee resource group).
5. Develop relevant metrics to measure effectiveness of development programs and gather insights to fine-tune the intern / NCG / early career talent development program and engagement.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Consult on developing and deploying intern / NCG / early career talent strategy with business / functional leaders on a talent plan resulting in succeeding critical technical roles within the organization.

  • Collaborate with technical functional leaders in identifying required intern / NCG / early career talent headcount projections.
  • Partner with technical functional leaders in identifying core skills to be attained for intern / NCG / early career talent.
  • Partner with technical functional leaders in identifying and curating core elements in an intern / NCG / early career talent development plan.
  • Collaborate with learning specialists and learning management system (LMS) expertise to construct and deploy that development plan.
  • Define, develop, and deploy engagement programs for intern / NCG / early career talent, including participation in employee resource group (ERG) activities (e.g., We.Fuel), engaging intern / NCG / early career talent in developing training material (i.e., reverse classroom), and engaging intern / NCG / early career talent as coaches / mentors (i.e., reverse mentoring).
  • Measure effectiveness of development programs and engagement levels of intern / NCG / early career talent to provide insight to employee retention needs. This also includes conductive periodic listening sessions to gather feedback and suggestions for our talent development programs.
  • Program-manage intern / NCG / early career talent pipeline framework based on organization needs and technology changes.

• Partner with Human Resources team (e.g., Talent Acquisition, Talent Development and Inclusion, People Analytics, and HR Business Partners) to develop relevant policies and processes that enable and support an early career talent pipeline to succession planning. Utilize government funds / grants where applicable and available.

  • Collaborate with Functional Leaders and People Analytics team to analyze and chart intern / NCG / early career talent needs and demography across OU and BU.
  • Work with Human Resources University Relations team on collaboration projects, university engagement, curriculum influence, and talent market trends.
  • Assist HR Business Partners and Functional Leaders to understand talent development and management concepts, utilizing HR frameworks to address talent needs.
  • Collaborate with Total Rewards and Talent Development and Inclusion teams on intern / NCG / early career talent retention and rewards structure.
  • Collaborate with Human Resources and/or Government Relations team to understand availability of government funding support and application process and utilize available opportunities for people technical development purposes. This includes collaborative projects with varsity and vocational networks.

• Develop metrics to inform progress against talent strategy in support of critical technical role succession planning.

  • Learning transfer, knowledge capture, learning experience metrics.
  • Engagement metrics.
  • Skills metrics.

REQUIRED:

• Bachelor's Degree or equivalent certification in a Science / Technical Field or Human Resources Field; Master’s Degree preferred.
• At least 8-10 years of experience in technical position / work capacity, preferably in a manufacturing environment. Involvement in talent management or people development work would be a bonus. HR Business Partners to technical function leaders may consider applying.
• Good understanding of current curriculum in universities. Strong working relationship with local universities a bonus.
• Sufficient technical understanding of the HDD industry, products and competitive landscape strongly preferred.
• Proven record of influencing, leading and facilitating strategic initiatives with senior executive stakeholders.
• Exercises a global mindset and approaches differences with curiosity; experience working and navigating globally preferred.
• Operates with a consultative mindset, conducting diagnostics, developing strategies, and implementing solutions to enhance organizational effectiveness.
• Exhibits data fluency to deliver compelling insights for effective decision-making, partnering with analytics team in the process.
• Excellent communication, interpersonal and collaboration skills (including presentation skills) across levels to influence, build enthusiasm and enlist commitment.

• Talent Needs Analysis and Planning

  • Workforce Planning and Analytics: Training on analyzing headcount needs, forecasting, and skills gap analysis.
  • Strategic Workforce Planning: Courses focusing on aligning talent strategies with organizational goals.

• Talent Partnerships

  • University Relations: Best practices for building and maintaining relationships with academic institutions and industry groups.
  • Diversity and Inclusion in Recruitment: Strategies for fostering diverse talent pipelines.

• Program Development and Implementation

  • Instructional Design and Learning Experience Development: For designing technical development programs and engaging training initiatives.
  • Project Management for HR Professionals: Tools and frameworks to implement and manage training and development programs effectively.

• Engagement and Leadership Development

  • Mentorship and Coaching: To understand mentorship dynamics and how to foster meaningful engagement through coaching.
  • Leadership Development Programs: Training on developing leadership qualities in early-career professionals (e.g., reverse mentoring, creating leadership pipelines).

• Metrics and Program Evaluation

  • HR Analytics and Metrics: Training on defining, measuring, and analyzing the effectiveness of talent programs.
  • Data-Driven Decision Making: Using insights to refine talent development strategies.

• Communication and Collaboration

  • Stakeholder Management: Courses on managing relationships with business and technical leaders, and HR teams.
  • Effective Communication: Techniques for delivering impactful communication across diverse teams.

• Early Career Talent Trends

  • Future of Work Trends: Understanding emerging trends in talent management, skills development, and workplace innovation.
  • Generational Diversity in the Workplace: Training on engaging and managing multigenerational teams effectively.

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Manage the budgeting and forecasting processes, providing accurate financial projections
• Oversee financial reporting and analysis, ensuring compliance with the company's financial policies and procedures
• Lead and mentor a team of 3 Finance Analysts, fostering a culture of excellence and continuous improvement
• Finance business partner to collaborate with THO Operations management, provide analysis and guidance to identify cost-saving opportunities to improve financial performance and achieve targets
• Implement and maintain robust internal controls and continuous process improvements
• Ensure timely and accurate financial close processes and reporting

REQUIRED:

• Bachelor's degree in Finance, Accounting, or related field; CPA/CFA preferred;
• 5-7 years of financial management experience, preferably in manufacturing or automotive industry

PREFERRED:

• Strong knowledge of Thai financial regulations and accounting standards
• Expertise in financial analysis, budgeting, and risk management; proficiency in financial software (e.g., SAP, Oracle Financials) and advanced Excel skills

SKILLS:

• Fluency in Thai and English with ability to communicate complex financial information clearly to non-financial stakeholders
• Experience in implementing financial process improvements and driving operational efficiencies

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

University & Campus Recruiting:

• Develop and execute university hiring strategies across target campuses in alignment with workforce planning needs
• Build strong partnerships with academic institutions, student organizations, and career services
• Lead end-to-end campus hiring events, career fairs, info sessions, and internship interviews
• Drive brand presence on campus through employer branding initiatives, alumni engagement, and social media campaigns
• Partner with hiring managers to define internship and graduate hiring needs, timelines, and job requirements
• Implement innovative sourcing techniques to attract top early career talent

Program Management - Early Career Talent:

• Design and manage structured early career programs (internships, graduate trainee programs, final-year projects)
• Develop rotation schedules, onboarding frameworks, learning and development plans, mentorship, and evaluation processes
• Track program effectiveness and make data-driven improvements to improve retention and performance outcomes
• Create engagement strategies and events that foster community, inclusion, and belonging for early career cohorts
• Manage relationships with stakeholders across HR, L&D, business functions, and senior leadership

REQUIRED:

• Bachelor’s degree in Human Resources, Business, or related field; Master’s degree is a plus
• 8+ years of experience in university recruiting, campus programs, or early talent development

PREFERRED:

• Demonstrated experience in building and scaling early career programs (internship, graduate, or rotation programs)
• Strong project management skills with the ability to manage multiple timelines and stakeholders

SKILLS:

• Excellent interpersonal, communication, and presentation skills
• Data-savvy with experience in tracking recruiting metrics and program KPIs
• Passion for talent development and building inclusive early career pipelines

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

As a Tribology & Physical Characterization Manager you will perform an essential function for managing a team to develop Hard disk drive and HAMR technology through tribological testing and physical characterization. This job will require you to manage a team of engineers, supervisors, technicians and operators that run advanced testers, analyze test and physical characterization data.

• In this role you will be directly responsible for the implementation, development and operation of tribology component head testing at the Thailand head operations site.
• You are skillful and experienced at managing teams in a technology industry, with ability to plan financial forecasts and meet budgets.
• You will be required to perform strategic planning to enable new tester and configuration capability to meet the technology and product roadmap timelines.
• You are an independent problem solver, self-starter and have exceptional communication and organizational skills with strong ability to present to audiences at all levels in worldwide calls on a daily basis.
• You should be proactive, driven and have a R&D and statistically orientated mindset. You are able to multi-task in the co-development of tester capability and to serve the test needs for internal customers from differing departments and worldwide sites.
• You are able to work under pressure and strive to meet critical business deadlines.
• You have demonstrated soft and interpersonal skills able to conduct coaching, performance management, conflict management and motivational elements for the team.

REQUIRED:

• Bachelor’s Degree in Mechanical / Electrical / Materials / Tribology Engineering / Physics or related fields.
• Master’s in Mechanical / Electrical / Materials / Tribology Engineering / Physics or related fields.

PREFERRED:

• PhD Degree in Mechanical / Electrical / Materials / Tribology Engineering / Physics or related fields.

SKILLS:

• Experience in HDD business, or R&D / Industry or Academic Research / Testing / Characterization or related field.
• Experience with operation of testing, tribometers, electrical test systems and tribology related testers.
• Skilled in MS Office and generally computer literate.
• Skilled in managing personnel and teams.
• Skilled in planning and managing spending budgets on a monthly basis.
• Skilled in managing tests, projects and timelines.
• Demonstrate a High-to-fluent level of English proficiency (spoken/reading/written).
• Preferred: Demonstrate a High-to-Fluent level of Thai proficiency (spoken/reading/written).

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

As the regional early career talent program manager, you are responsible for assisting functional managers in planning intern / NCG / early career talent and structuring talent management for succession within the organization. You will partner with Business Leaders, Technical Leaders, and Human Resources team to
AWARDearly career talent with an exceptional experience:

1. Analyze and determine intern / NCG / early career talent needs (i.e., head-count plan and skills) in the region.
2. Work with Human Resources to determine target university / industry groups for talent sourcing and incubation.
3. Arrange and implement technical development programs, processes, and training initiatives to support organizational strategies across HDD Operations Unit (OU) and Business Unit (BU).
4. Ready early career talent through engagement and leadership activities (i.e., mentorship, coaching, reverse mentoring, reverse classroom, employee resource group).
5. Develop relevant metrics to measure effectiveness of development programs and gather insights to fine-tune the intern / NCG / early career talent development program and engagement.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Consult on developing and deploying intern / NCG / early career talent strategy with business / functional leaders on a talent plan resulting in succeeding critical technical roles within the organization.

  • Collaborate with technical functional leaders in identifying required intern / NCG / early career talent headcount projections.
  • Partner with technical functional leaders in identifying core skills to be attained for intern / NCG / early career talent.
  • Partner with technical functional leaders in identifying and curating core elements in an intern / NCG / early career talent development plan.
  • Collaborate with learning specialists and learning management system (LMS) expertise to construct and deploy that development plan.
  • Define, develop, and deploy engagement programs for intern / NCG / early career talent, including participation in employee resource group (ERG) activities (e.g., We.Fuel), engaging intern / NCG / early career talent in developing training material (i.e., reverse classroom), and engaging intern / NCG / early career talent as coaches / mentors (i.e., reverse mentoring).
  • Measure effectiveness of development programs and engagement levels of intern / NCG / early career talent to provide insight to employee retention needs. This also includes conductive periodic listening sessions to gather feedback and suggestions for our talent development programs.
  • Program-manage intern / NCG / early career talent pipeline framework based on organization needs and technology changes.

• Partner with Human Resources team (e.g., Talent Acquisition, Talent Development and Inclusion, People Analytics, and HR Business Partners) to develop relevant policies and processes that enable and support an early career talent pipeline to succession planning. Utilize government funds / grants where applicable and available.

  • Collaborate with Functional Leaders and People Analytics team to analyze and chart intern / NCG / early career talent needs and demography across OU and BU.
  • Work with Human Resources University Relations team on collaboration projects, university engagement, curriculum influence, and talent market trends.
  • Assist HR Business Partners and Functional Leaders to understand talent development and management concepts, utilizing HR frameworks to address talent needs.
  • Collaborate with Total Rewards and Talent Development and Inclusion teams on intern / NCG / early career talent retention and rewards structure.
  • Collaborate with Human Resources and/or Government Relations team to understand availability of government funding support and application process and utilize available opportunities for people technical development purposes. This includes collaborative projects with varsity and vocational networks.

• Develop metrics to inform progress against talent strategy in support of critical technical role succession planning.

  • Learning transfer, knowledge capture, learning experience metrics.
  • Engagement metrics.
  • Skills metrics.

REQUIRED:

• Bachelor's Degree or equivalent certification in a Science / Technical Field or Human Resources Field; Master’s Degree preferred.
• At least 8-10 years of experience in technical position / work capacity, preferably in a manufacturing environment. Involvement in talent management or people development work would be a bonus. HR Business Partners to technical function leaders may consider applying.
• Good understanding of current curriculum in universities. Strong working relationship with local universities a bonus.
• Sufficient technical understanding of the HDD industry, products and competitive landscape strongly preferred.
• Proven record of influencing, leading and facilitating strategic initiatives with senior executive stakeholders.
• Exercises a global mindset and approaches differences with curiosity; experience working and navigating globally preferred.
• Operates with a consultative mindset, conducting diagnostics, developing strategies, and implementing solutions to enhance organizational effectiveness.
• Exhibits data fluency to deliver compelling insights for effective decision-making, partnering with analytics team in the process.
• Excellent communication, interpersonal and collaboration skills (including presentation skills) across levels to influence, build enthusiasm and enlist commitment.

• Talent Needs Analysis and Planning

  • Workforce Planning and Analytics: Training on analyzing headcount needs, forecasting, and skills gap analysis.
  • Strategic Workforce Planning: Courses focusing on aligning talent strategies with organizational goals.

• Talent Partnerships

  • University Relations: Best practices for building and maintaining relationships with academic institutions and industry groups.
  • Diversity and Inclusion in Recruitment: Strategies for fostering diverse talent pipelines.

• Program Development and Implementation

  • Instructional Design and Learning Experience Development: For designing technical development programs and engaging training initiatives.
  • Project Management for HR Professionals: Tools and frameworks to implement and manage training and development programs effectively.

• Engagement and Leadership Development

  • Mentorship and Coaching: To understand mentorship dynamics and how to foster meaningful engagement through coaching.
  • Leadership Development Programs: Training on developing leadership qualities in early-career professionals (e.g., reverse mentoring, creating leadership pipelines).

• Metrics and Program Evaluation

  • HR Analytics and Metrics: Training on defining, measuring, and analyzing the effectiveness of talent programs.
  • Data-Driven Decision Making: Using insights to refine talent development strategies.

• Communication and Collaboration

  • Stakeholder Management: Courses on managing relationships with business and technical leaders, and HR teams.
  • Effective Communication: Techniques for delivering impactful communication across diverse teams.

• Early Career Talent Trends

  • Future of Work Trends: Understanding emerging trends in talent management, skills development, and workplace innovation.
  • Generational Diversity in the Workplace: Training on engaging and managing multigenerational teams effectively.