Will AI Replace HR Jobs in Thailand? Here’s What to Do in 2025

Will AI replace HR jobs in Thailand? The smarter move is to see it as a fast, uneven reshaping: Bangkok's CHRO Thailand 2025 brought HR leaders together to talk “people‑first” AI and practical upskilling (CHRO Thailand 2025 conference recap - HRM Asia), while industry research shows AI can slash HR costs 20–40% and streamline recruiting, onboarding and admin (Zalaris blog: AI in HR management to optimise costs); at the same time Mercer flags AI acceleration and a shift to skills‑based hiring that lets HR move from paperwork to coaching and strategy (Mercer HR Trends 2025 report on skills‑based hiring).

The takeaway for Thai HR: automate routine tasks, double down on reskilling, and use short, hands‑on AI training to lead the change instead of being replaced.

“As with all new and rapidly changing technologies, it is natural for people to take a 'wait-and-see' approach. But when it comes to AI, human resources teams have a significant opportunity to lead the way. It's important not to miss the moment. By understanding how AI effects the workforce, HR can better prepare everyone for changes to come.” - Lambros Lambrou, CEO of Human Capital, Aon

How AI is reshaping HR in Thailand is already obvious in boardrooms and back offices: optimism runs high - Stanford HAI's 2025 AI Index reports 77% of Thais see AI as more beneficial than harmful - yet adoption is uneven, with regional HR surveys finding only about 12.8% of Thai respondents actively using AI to boost efficiency, leaving a big gap between hope and practice (Stanford HAI 2025 AI Index report on public AI perceptions; Darwinbox HR Tech Trends 2025 report on global AI adoption in HR).

Government roadmaps such as Thailand's National AI Master Plan and growing public–private initiatives mean HR teams can pilot practical wins - automated onboarding templates, AI‑assisted payroll or e‑KYC in banking - while planners eye national risks: the Thailand analysis flags millions of jobs exposed to automation and urges skills‑first policy and reskilling pathways (Asia Society analysis of Thailand AI automation and jobs risk).

The smart strategy for Thai HR in 2025: prove quick operational wins, set clear guardrails, and treat AI as an efficiency multiplier that frees HR to coach people - picture routine admin shrinking while human conversations about career pivots get longer and more meaningful.

In Thailand the clearest at‑risk HR chores are the repetitive, high‑volume tasks: resume screening, basic shortlisting and scheduling, routine payroll and admin work - the exact jobs that AI firms promise to accelerate or replace, with 63% of recruiters saying screening will be automated in future (see Sprout's State of HR in Thailand) and platforms already parsing thousands of CVs in minutes for companies struggling with 500+ applicants per role; recruitment tech overviews note resume parsing, predictive matching, 24/7 chatbots and even video analysis as common automations (Reimagining Recruitment in Thailand - Sprout Solutions, Rise of AI in Recruitment in Thailand - Recruitdee).

That said, macro studies warn the impact is uneven: Kasikorn research (via Thailand Business News) finds under 4% of service workers are at high replacement risk, yet employers are skilling for AI - 74% won't hire without AI skills - so roles focused on data entry, rule‑based screening and routine admin face the biggest squeeze while strategic, empathetic HR work remains safer (Kasikorn research on AI impact - Thailand Business News).

“AI Agents are ‘software designed to automate tasks, acting assistants in understanding, planning, reasoning, and executive activities.'” - Anothai Wettayakorn, IBM Thailand (quoted in HCAMag)

HR roles and sectors likely to grow or stay safe in Thailand cluster around healthcare, pharmaceuticals and people‑analytics: Thailand's healthcare services market is projected at THB 679,590 million in 2025 and to expand toward THB 880,536 million by 2030, with private hospitals adding over 37,000 beds and 62+ JCI‑accredited hospitals - so HR specialists in clinical workforce planning, nurse retention, digital‑health recruiting and employee experience will be in steady demand (Thailand healthcare industry outlook 2025 - Intellify Global).

The pharmaceutical sector is also hiring: domestic drug sales are forecast to grow about 6–7% annually in 2025–2027, fuelling roles in regulatory hiring, R&D talent attraction and manufacturing workforce development (Thailand pharmaceutical industry analysis 2025 - Iconic Thai).

Meanwhile HR‑tech and people‑analytics are growth engines - Thailand's HR analytics market is projected to reach US$111.6M by 2030 (CAGR ~16.9%), which creates safe, higher‑value roles in people analytics, HRIS, L&D design and AI oversight (Thailand HR analytics market forecast 2030 - Grand View Research).

Deloitte's human‑capital trends reinforce the shift from transactional tasks to strategic coaching and engineering performance, so the vivid picture to keep in mind: AI trimming routine admin while analytics and clinical‑HR experts run the playbook to keep hospitals staffed and patients cared for.

To stay relevant in Thailand's shifting HR landscape, focus on practical, job‑ready skills: people‑analytics and HR reporting (Power BI, Excel, SQL), predictive modelling for retention and workforce planning, HRIS/HR analytics platforms, plus prompt‑engineering and ChatGPT customisation for everyday HR workflows; short, hands‑on courses and bootcamps are the fastest route to these skills.

Programs aimed at HR professionals - from Cornell's online HR Analytics certificate that teaches analysis, visualization and ROI for HR initiatives (eCornell online HR Analytics certificate) to Thailand‑based business analytics bootcamps with live projects and internships (SKILLOGIC Thailand Business Analytics bootcamp) and local ChatGPT for HR workshops that show how to automate FAQs, screening and analytics tasks (NobleProg ChatGPT for HR workshop Thailand) - all emphasise hands‑on practice so HR pros can convert messy employee data into a two‑slide dashboard that actually informs decisions.

Career paths to target: people‑analytics specialist, HRIS analyst, L&D designer with analytics chops, and AI‑enabled recruiter or HR operations lead; combine one analytic certificate with a short ChatGPT/automation course and the result is a visible, promotable skill set rather than a job at risk.

Recruiters and employers in Thailand should adopt AI as a practical, measured upgrade - not a panacea - by starting with awareness, small pilots and clear governance: begin with short pilots that prove quick wins (for example, an AI screener that can triage 500+ resumes into a shortlist in minutes), then lock in human‑in‑the‑loop checks, bias audits and retraining cadences so decisions stay explainable and fair (Reimagining Recruitment in Thailand - Human‑Centered Hiring in an AI‑Driven Era | Sprout Solutions).

Address local frictions up front - Thai language accuracy, data quality and candidate perception - while integrating AI into existing HRIS and ATS to avoid the common trap of siloed tools (AI in Talent Acquisition - Best Practices for 2025 | MiHCM).

Build a cross‑functional AI governance team, mandate simple KPIs (time‑to‑hire, cost‑per‑hire, bias disparity), and pair tech pilots with hands‑on training so recruiters become strategists and brand builders, not just operators; this staged approach matches the evidence that adoption succeeds when organisations prioritise integration, oversight and upskilling rather than rushing to full rollouts.

Policy, ethics and language are the hinge points for responsible AI in Thai HR: Bangkok's ministry‑led strategy stresses ethics‑first governance and workforce readiness, but practical frictions matter - from AI literacy gaps to Thai‑language accuracy and data privacy - that can undermine trust if not managed with clear rules and human oversight.

Thailand already has a layered approach: the ETDA's 2021 AI governance guidance and the NSTDA's March 2022 ethical checklist set principles like transparency, fairness and human oversight, while recent cabinet‑level drafts and the National AI Action Plan push for risk‑based rules (including registration for high‑risk systems), sandboxes and sectoral standards to protect citizens without stifling innovation.

HR teams should expect mandatory guardrails, routine bias audits and stronger data controls, plus national efforts to boost skills so recruiters and people‑analytics teams can use AI safely and explainably; treat these policy signals as operational requirements, not optional extras, and pair any pilot with human‑in‑the‑loop reviews to keep decisions fair and culturally appropriate.

See the NSTDA ethical guidelines for practical checklists and the government's ETDA draft for the official principles.

Action plan for HR professionals in Thailand, 2025: start with small, measurable pilots that prove value (for example, automate one routine workflow and track time‑to‑hire or error rates), pair every pilot with human‑in‑the‑loop checks and a bias‑audit, and fold those wins into a skills roadmap tied to national priorities such as the MOL five‑year HR action plan and Thailand's National Action Plan on Business and Human Rights to keep practices compliant and people‑centred (Thailand National Action Plan on Business and Human Rights (Thailand NAP), useful for governance and due diligence).

Invest in short, hands‑on reskilling: a 15‑week practical course (AI at work, prompt writing and job‑based AI skills) or a focused 90‑day adoption checklist will turn theoretical AI promises into repeatable HR routines - convert annual reviews into continuous, AI‑informed growth conversations and measurable EX improvements (AI Essentials for Work - Nucamp registration; 90‑day AI adoption checklist for HR professionals in Thailand).

Finally, make employee experience a KPI (enter Employer Experience Awards thinking into projects), document impacts in two‑slide dashboards for leaders, and build cross‑functional AI governance so HR leads change rather than reacts to it.