ONYX Hospitality Group Hiring! Full Time Director, HR Strategic Partner - Malaysia in Federal Territory - Ricebowl

Job Summary:

Director, HR Strategic Partner - Malaysia is a strategic HR leadership role based at the Corporate Office in Malaysia, responsible for partnering with senior business and HR leaders to shape and execute people strategies that support business growth, organizational effectiveness, leadership capability, and long-term business sustainability across the organization.

Reporting to and working closely with the Senior Director, Human Resources Strategic Partner, Director, HR Strategic Partner - Malaysia serves as a trusted strategic advisor to senior leadership and acts as a key link between Corporate HR and the organization’s properties and business functions. The role provides strategic oversight across leadership succession, organizational design, workforce planning, talent strategy, culture, employee relations, and HR governance.

The position works closely with Senior Directors, HR Strategic Partners, General Managers, Corporate Functional Leaders, and Property HR teams to ensure that corporate HR strategies are translated into practical, consistent, and business-focused actions across the organization.

The role is based in Malaysia and operates with a corporate/enterprise-wide perspective, with regular engagement and collaboration across properties, markets, and business functions.

Main Duties & Responsibilities

1. Strategic HR Leadership & Business Partnership

• Serve as a corporate-level strategic HR leader based in Malaysia, providing enterprise-wide HR partnership and oversight across the organization.
• Partner closely with the Senior Director, Human Resources Strategic Partner, senior leadership, General Managers, and functional heads to identify and address critical people and organizational priorities.
• Act as a trusted strategic advisor on organizational effectiveness, leadership capability, talent strategy, workforce planning, and other critical people matters.
• Translate business priorities into practical and sustainable HR strategies that support organizational growth, performance, and long-term business objectives.
• Provide thought leadership and coaching to HR leaders and business stakeholders to strengthen strategic HR partnering capability across the organization.

2. Organization Design, Workforce Planning & Capability

• Lead organizational design and workforce planning initiatives, including organizational reviews, capability assessments, workforce optimization, and resource planning.
• Partner with senior leaders to identify current and future organizational capability requirements and develop appropriate people strategies.
• Drive initiatives related to leadership development, talent mobility, capability building, organizational effectiveness, and organizational change.
• Ensure organizational structures, workforce capabilities, and talent strategies are aligned with current business requirements and future growth plans.

3. Leadership Succession & Talent Management

• Lead and facilitate leadership succession planning and talent reviews to strengthen the pipeline for critical leadership and business-critical positions.
• Partner with Talent Acquisition on executive and senior leadership recruitment strategies, succession pipelines, critical-position hiring, and workforce requirements.
• Collaborate with Talent Management, Learning, and Culture teams to drive leadership development, talent development, employee engagement, culture transformation, and organizational capability initiatives.
• Support the development of a strong and sustainable leadership pipeline across the organization.

4. HR Strategic Partnership & Property Support

• Provide strategic direction and oversight to HR Strategic Partners and property HR teams, promoting consistency, collaboration, and effective execution of corporate HR priorities.
• Serve as a key connection between Corporate HR, property leadership, and business functions, ensuring effective communication and alignment of people strategies.
• Ensure corporate HR strategies are translated into practical, consistent, and sustainable actions across properties and business units.
• Provide guidance and support to property HR teams on complex organizational, leadership, talent, and workforce matters.

5. Employee Relations, Governance & Risk Management

• Provide strategic guidance on complex and sensitive employee relations and people matters, ensuring appropriate risk management, confidentiality, consistency, and alignment with company policies and applicable employment regulations.
• Establish and maintain strong HR governance and standards across properties and business functions.
• Ensure effective implementation of corporate HR policies, processes, and people practices while taking into account applicable local employment requirements.
• Identify emerging people-related risks and provide appropriate recommendations and mitigation strategies to senior leadership.

6. HR Analytics, Insights & Strategic Decision Support

• Monitor and analyze HR metrics, workforce analytics, talent data, and organizational trends to identify opportunities, risks, and emerging workforce priorities.
• Translate people data and organizational insights into actionable recommendations for senior leadership.
• Support organizational reviews, workforce analysis, talent reviews, and strategic business discussions with relevant HR insights and recommendations.
• Provide the Senior Director, Human Resources Strategic Partner with data, analysis, and strategic input for senior management discussions and decision-making.

7. HR Transformation & Strategic Projects

• Lead or support enterprise-wide HR projects, transformation initiatives, and organizational change programs aligned with business and people strategies.
• Ensure effective project governance, stakeholder engagement, communication, implementation, and follow-through of strategic HR initiatives.
• Represent Corporate HR in selected leadership forums, business reviews, transformation initiatives, and strategic projects as required.
• Promote continuous improvement and the adoption of effective and scalable HR practices across the organization.

8. Corporate HR Integration & Organizational Impact

• Act as a critical bridge between Corporate HR leadership, property leadership, and business functions to ensure consistent execution of strategic HR priorities.
• Support the Senior Director, Human Resources Strategic Partner in strategic HR presentations, leadership discussions, organizational reviews, workforce planning, and recommendations for senior management.
• Ensure HR priorities are aligned across corporate and property environments while maintaining appropriate flexibility for local business and regulatory requirements.
• Contribute to building a strong leadership pipeline, scalable organizational capability, effective people practices, and a high-performing organization positioned to support continued business growth.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline required; Master’s degree or relevant postgraduate qualification preferred.
• 10+ years of progressive HR experience, with significant experience in HR Business Partnering, Strategic HR, Organizational Development, or a similar senior HR leadership capacity.
• Proven experience operating at a senior strategic HR level, partnering directly with executives, senior business leaders, and/or General Managers.
• Experience in the hospitality industry is strongly preferred, particularly within a multi-property, multi-country, or regional organization.
• Demonstrated experience in organizational design, workforce planning, succession planning, talent management, and leadership development.
• Strong understanding of employee relations, employment practices, HR governance, and risk management across relevant markets.
• Experience leading or supporting enterprise-wide HR transformation, organizational change, or strategic people initiatives.
• Strong business acumen and the ability to translate business strategies and challenges into practical people strategies and solutions.
• Strong analytical capability, with the ability to interpret HR data, workforce metrics, and organizational trends and translate insights into clear recommendations for senior leadership.
• Exceptional stakeholder management, communication, influencing, and relationship-building skills, with the ability to operate effectively with senior executives and diverse stakeholders.
• Strong leadership and coaching capability, with the ability to develop HR teams and influence stakeholders without direct authority.
• Highly organized, structured, and capable of managing multiple strategic priorities and complex projects in a fast-paced corporate environment.
• Adaptable and comfortable operating in a dynamic, multicultural, and geographically diverse organization.
• High level of professional integrity, discretion, confidentiality, and ethical judgment, particularly when handling sensitive organizational and employee matters.
• Willingness to travel across properties and markets as required.