全职 HEAD OF HUMAN CAPITAL MANAGEMENT DIVISION 工作, 薪水, Pelabuhan Tanjung Pelepas (PTP) Johor 公司招聘中 - Ricebowl

1. Qualification

Bachelor's Degree in Human Resources, Business Administration or a related discipline - Master's Degree or relevant professional certification will be an added advantage

2. Experience

• Minimum 10 years of progressive Human Capital leadership experience.

• Proven experience leading a full-spectrum Human Capital function.

• Strong experience translating business objectives into people strategies.

• Experience leading organizational transformation and change management initiatives.

• Experience managing multi-disciplinary HR teams.

• Experience in unionized or industrial environments will be advantageous.

• Exposure within logistics, ports, manufacturing, infrastructure or heavy industries is an added advantage.

3. Technical Expertise

• Human Capital Strategy

• Organisation Development

• Talent Acquisition

• Workforce Planning

• Performance Management

• Compensation & Benefits

• Industrial & Employee Relations

• Succession Planning

• Leadership Development

• HR Policies & Governance

• Employment Legislation

• HR Analytics

• HR Digitalization

• HRIS

• Payroll Governance

4. Leadership Competencies

• Strategic Thinking

• Business Acumen

• Accountability

• Achievement Orientation

• Developing Others

• Strong Communication Skills

• Relationship & Stakeholder Management

• Negotiation & Influencing Skills

• Decision Making

• Change Leadership

• High Integrity & Professionalism

Strategic Human Capital Leadership

• Develop and implement the Company's Human Capital Strategy aligned with business objectives.

• Partner with the CEO and senior leadership team to support business growth and organizational transformation.

• Drive workforce planning strategies to meet current and future business requirements.

• Lead organizational design and capability development initiatives.

Business Partnering

• Act as the strategic HR advisor to business leaders across the organization.

• Provide expert guidance on workforce planning, organization effectiveness, change management and people-related decisions.

• Foster strong partnerships with internal stakeholders and external agencies.

Talent Acquisition & Workforce Planning

• Develop long-term recruitment strategies aligned with organizational growth.

• Lead talent acquisition initiatives to attract, retain and develop high-performing employees.

• Ensure workforce planning supports business expansion and operational requirements.

Learning, Leadership and Talent Development

• Lead the development of a comprehensive Learning & Development strategy.

• Establish leadership development programmes for future organizational capability.

• Drive High-Potential (HiPo) talent development initiatives.

• Develop succession planning frameworks for key leadership positions.

• Promote continuous learning and capability building across the organization.

Performance Management

• Design and implement performance management strategies that drive accountability and business performance.

• Develop performance frameworks that recognize high performers while addressing performance gaps.

• Drive employee productivity and organizational effectiveness through measurable performance outcomes.

Employee Industrial & Relations

• Lead Industrial Relations strategies that promote harmonious employer-employee relationships.

• Advise Management on disciplinary matters, employment legislation and employee relations.

• Build effective engagement programmes to enhance employee experience and retention.

• Ensure proactive management of workplace issues while minimizing operational disruptions.

Compensation, Benefits & HR Operations

• Oversee payroll governance and HR operational excellence.

• Ensure competitive compensation and benefits practices aligned with market trends.

• Manage the Human Capital budget efficiently while maintaining governance and compliance.

HR Digitalization & Analytics

• Drive optimization of Human Resource Information Systems (HRIS).

• Utilize HR analytics and workforce insights to support strategic decision-making.

• Lead digital transformation initiatives within the Human Capital function.

• Promote automation and data-driven HR practices.

Governance, Compliance & Policies

• Ensure compliance with employment legislation, Company policies and statutory reporting requirements.

• Review and enhance HR policies and procedures in line with business needs.

• Champion governance, ethics, confidentiality and information security within the Human Capital function.

• Annual Leave
• EPF
• SOCSO
• EIS