Talent acquisition
I help keep candidates informed and hiring activity organized. My aim is a selection process that is timely, consistent, and anchored to what the role actually requires.
Bangkok, Thailand · Building a career in HR
Saw Yan Naung “Alex”
Human Resources · People Operations · Talent
I am an emerging HR professional who believes good people decisions should be grounded in evidence, not instinct alone. I bring structure, analytical thinking, and cross-cultural awareness to the work of hiring well, supporting employees, and helping teams perform.
- FocusPeople operations & talent
- LanguagesBurmese · English · Chinese
- EducationB.B.A. · GPA 3.83 / 4.00
- StatusEligible to work in Thailand
01
About
Organizations succeed through people, but people decisions are too important to leave to first impressions. I want to build an HR career around careful judgment, useful data, and respect for the individual.
My International Business studies help me understand how organizational priorities connect with employee experience. My Computer Science background gives me a systematic way of thinking: define the problem, organize the information, look for patterns, and improve the process. In HR, that means accurate records, responsive candidate communication, and decisions based on job-relevant evidence.
Living and studying across Myanmar and Thailand has also taught me that the same behavior can be interpreted differently across cultures. I listen carefully, adapt without losing consistency, and pay attention to how others experience my work. That outside view — reputation in practice — is essential for trust, development, and effective teamwork.
02
What I bring to HR
People operations
Reliable HR begins with disciplined execution. I keep information clear, follow through on handoffs, and make routine processes easier for employees and the HR team.
People data
I am comfortable turning spreadsheets and operational details into useful information. I care about data quality because weak inputs lead to weak people decisions.
Employee experience
Hospitality taught me to notice how processes feel from the other side. I bring the same service mindset to HR: listen, respond clearly, and treat every interaction as part of the organization's reputation.
03
HR practice in action
Early-career potential is best judged through behavior, not adjectives. These examples show how I approach real work and what each experience has taught me about HR.
Hospitality · Guest experience
Hotel Guest Experience Improvement
- Problem
Guest satisfaction is influenced by the entire guest journey, yet communication gaps between departments can affect service consistency during the stay.
- What I looked at
Observed the guest journey from pre-arrival to departure, focusing on cross-department communication, guest feedback, VIP handling, and service recovery processes.
- Recommendation
Proposed standardized guest interaction checkpoints, improved communication between Guest Relations and operational departments, proactive follow-ups for VIP guests and special requests, and regular review of guest feedback to continuously improve the guest experience.
- Result
Improved coordination between operational departments during guest arrivals and service delivery, supporting more consistent and reliable guest interactions. The approach reinforced a service culture aligned with interpersonal reliability, role clarity, and consistent execution under social pressure, which are critical in high-stakes hospitality environments.
Recruitment · Candidate experience
HR Recruitment & Candidate Experience
- Problem
Inconsistent recruitment communication risked creating a poor candidate experience, particularly for applicants who were not selected.
- What I looked at
Reviewed recruitment communication, employer branding, candidate experience, and best practices for maintaining positive relationships throughout the hiring process.
- Recommendation
Standardized recruitment communications, developed professional rejection email templates with constructive feedback, and established a more consistent communication process that strengthened the organization's employer brand.
- Result
Created reusable communication templates that improved consistency, professionalism, and candidate experience throughout the recruitment process. This strengthened perceptions of organizational fairness and transparency, aligning with reputation management, interpersonal sensitivity, and maintaining trust in selection systems.
Organization design · Volunteer teams
Organizational Structure Design
- Problem
Unclear reporting relationships and overlapping responsibilities reduced coordination and accountability across volunteer teams.
- What I looked at
Examined organizational structure, role clarity, reporting lines, and departmental responsibilities to identify opportunities for improving collaboration.
- Recommendation
Designed an organizational structure with clearly defined reporting relationships, department responsibilities, and communication channels to improve accountability and operational efficiency.
- Result
Delivered an organizational structure that clarified team responsibilities, improved reporting visibility, and strengthened coordination across departments. The design reflects role clarity, accountability systems, and reducing ambiguity in social systems to improve group effectiveness and reduce interpersonal friction.
04
Experience
Human Resources Volunteer
Organization — Bangkok, Thailand
- Maintain accurate people records and organized documentation to support dependable day-to-day HR operations.
- Coordinate recruitment schedules and candidate communication, helping create a timely and respectful hiring experience.
- Support simple recruitment tracking so the team can make decisions from clearer, more current information.
Guest Relations Officer Intern
Sofitel Bangkok Sukhumvit — Bangkok, Thailand
- Maintained VIP lists, room alerts, and special-amenity details with accuracy and discretion.
- Coordinated guest requests across front office, housekeeping, and concierge, strengthening cross-functional follow-through.
- Listened carefully, adapted communication across cultures, and resolved issues calmly in a high-pressure service environment.
05
Education
B.B.A., International Business
Rangsit University — Thailand
- Built a business foundation across management, marketing, and international markets.
- Cumulative GPA 3.83 / 4.00. Expected graduation December 2026.
B.C.Sc., Embedded Systems
University of Information Technology — Myanmar
- Developed a foundation in structured problem-solving, technology, and systems thinking.
- Studies interrupted by the political situation in Myanmar; continued education in Thailand.
06
Skills & Languages
Tools & Competencies
- Recruitment coordination
- Candidate communication
- People records
- Microsoft Office
- Google Workspace
- Data analysis
- Process documentation
- Cross-cultural communication
- Active listening
- Stakeholder coordination
Languages
-
BurmeseNative
-
EnglishFluent
-
ChineseBasic
07
Let's talk
I am open to internships and entry-level opportunities in human resources, people operations, and talent acquisition. If your team values evidence, thoughtful service, and the discipline to get the fundamentals right, I would welcome a conversation. Email is the fastest way to reach me.
Email
hypherz0@gmail.com
Phone
+66 80-115-1223
LinkedIn
/alexnaung19 ↗
Location
Pathum Thani, Thailand