Full Time Head HR Strategy - Development Jobs, in MISC Group Kuala Lumpur - Ricebowl

This role resides under Marine Services (the Integrated Marine Services arm of MISC Group).

ROLE PURPOSE(S)

Strategize and lead the strategic planning, development, and governance of Human Resource initiatives encompassing HR Strategy, Organisational Development (OD), Talent Management, and Learning & Development (L&D), in alignment with corporate objectives.

Ensures alignment between people strategies and business objectives, while building a future-ready workforce through structured capability development, leadership pipelines, and culture transformation initiatives.

THE JOB

Learning, Leadership and Capabilities

• Conceptualize, strategize and formulate MISC Marine Leadership and Capability Development Framework in line with the Group’s vision and mission as a way forward to accelerate the development and implementation of a comprehensive enterprise-wide L&D strategy aligned with competency frameworks and business needs for MISC future talents and competent workforce.
• Direct and drive Talent/Staff Development’s Learning, Leadership and Capability Development
• Implement Master Plan to ensure MISC Marine leaders/ talents readiness to assume strategic roles and responsibilities, while staff competency gaps are narrowed/ closed in line with the group dynamic business growth.
• Review and re-strategize learning, leadership and capability development performance in view of global talent requirements/ challenges.
• Oversee the design and delivery of leadership development programmes, succession planning, and talent pipeline initiatives.
• Ensure alignment of training interventions with competency frameworks, business needs, and career development pathways.
• Promote a culture of continuous learning through digital learning platforms, blended learning approaches, and knowledge-sharing initiatives.

Talent Management & Succession Planning

• Regularly review and update the Succession Planning Framework to ensure its alignment with the overall business strategy.
• Drive succession planning strategies to ensure leadership continuity and bench strength across critical roles which includes talent reviews, assessments, and development plan in building a robust talent pipeline for critical roles to drive future growth and innovation.
• Lead the development of talent management frameworks, including talent identification, assessment, and development areas.
• Collaborate with business leaders to identify high-potential employees and implement targeted development plans.
• Influence, consult and advocate the decision on talents’ readiness to ensure they meet requirements.

Career Management and Technical Career Path (TCP)

• Drive and promote self-initiated career planning culture within the group, where staff chart out their career progression in line with MISC Group’s Career Management Framework and business requirements. Review the framework implementation in addressing staff career progression needs and to meet group objective of internal talent building.
• Strategize, develop and ensure the availability of subject matter experts and capability tools in various Career Management and Leadership to ensure the successful execution of current and future Career Management and Leadership strategies and initiatives.
• Strategize, formulate, drive Technical Career Path (TCP) framework and its implementation ensuring identified critical technical positions are given its due reorganization.

Change Management

• Lead and drive change management initiatives focused on cultivating a strong and enduring company culture aligned with core values.
• Develop comprehensive strategies to facilitate the adoption of organizational changes, particularly in the realm of people management and cultural transformation.
• Strategize and execute effective communication plans to inform and engage the employees throughout the change process.
• Provide support to the line managers to enable them to guide their teams through change process.

Learning Needs Budget/ ROI Management

• Strategize and review the development of MISC Marine annual L&D budget requirements.
• Budget monitoring/ ROI management.

People Development

• Provide guidance and motivation to drive the development of a ready pool of capable and competent professionals to best support business growth and operational needs.

HR Strategy & Development

• Lead the development and implementation of the organization’s HR strategic roadmap aligned with Company’s strategies and long-term business direction.
• Drive HR transformation initiatives, including organisational restructuring, workforce planning, and digital HR capabilities.
• Establish and oversee HR metrics, analytics, and dashboards to measure effectiveness of HR strategies and support data-driven decision-making.
• Act as a strategic advisor to senior leadership on people-related matters, risks, and opportunities.

Organizational Development & Effectiveness

• Lead and implement organisation-wide frameworks for organisational development and design, job architecture/structuring, and workforce optimization initiatives.
• Institutionalize and foster a high-performance culture through structured performance management frameworks and continuous improvement initiatives aligned with organisational KPIs and balance scorecard.

Policy Development & Governance

• Establish and maintain governance HR frameworks, internal policies, and standard operating procedures (SOPs) related to HR Strategy, OD, and L&D.
• Ensure HR frameworks, internal policies and standard operating procedures are in compliance with applicable employment laws, regulations, and corporate governance standards.
• Standardize HR practices and ensure consistency across the organization.

Job Management & Organization Structures

• Lead the development, review, and governance of organizational job architecture, job frameworks, and position structures across the organization.
• Oversee the development, standardization, and periodic review of Job Descriptions (JDs) to ensure alignment with organisational structure, business requirements, and competency expectations.
• Establish governance and quality assurance mechanisms to ensure consistency, accuracy, and compliance in all job documentation.
• Lead the implementation and administration of Job Evaluation (JE) processes and methodologies to ensure equitable job grading and internal alignment across the organization.
• Conduct job analysis, role benchmarking, and organisational assessment exercises to support organization restructuring, manpower planning, and workforce optimization initiatives.
• Provide strategic recommendations on job grading, role differentiation, reporting relationships, and organization design based on business needs and governance principles.
• Collaborate with relevant stakeholders to ensure effective implementation of job evaluation outcomes, organization structure changes, and role rationalization exercises.
• Maintain governance over organization charts, position control frameworks, and establishment management processes.

Stakeholder Management

• Partner with business leaders, HR Business Partners, and external stakeholders to align HR initiatives with operational needs.
• Engage senior management and Board-level stakeholders on strategic HR matters and workforce planning.
• Represent HR in corporate transformation initiatives, organization restructuring exercises, and strategic workforce planning discussions.
• Build and maintain strong relationships with external consultants, industry bodies, and learning institutions to support organisational capability initiatives.

THE PERSON

Experience(s)

• Minimum of 12–15 years of progressive HR experience with at least 5 years in a senior manager role.
• Strong experience in HR Strategy, Organization Development & Design, Job Evaluation and Learning & Development at enterprise level.
• Experience in managing organization restructuring, workforce transformation, and job architecture initiatives in large or complex organisations is preferred.
• Exposure to recognised Job Evaluation methodologies (e.g., Mercer, Korn Ferry, Towers Watson) is an added advantage.

Qualification

• Atleast Bachelor in Human Resource Management, Business Administration Social Science or equivalent OR,
• Master’s Degree and/or professional certification (e.g., CIPD, SHRM, Job Evaluation certification) is an added advantage.