CP Global Innovation (M) Sdn. Bhd Hiring! Full Time Human Resources Business Partner in Federal Territory - Ricebowl

Position Overview

The HR Business Partner (HRBP) serves as a strategic partner to management and business leaders, providing HR guidance and solutions that support the company’s business objectives and people strategy.

The role is responsible for partnering with management and employees across the employee lifecycle, including workforce planning, recruitment, performance management, employee engagement, learning and development, employee relations, compensation and benefits, and HR policies and processes.

The HRBP will work closely with management to understand business needs, identify people-related challenges, and implement effective HR strategies that support organisational growth, employee performance, and a positive workplace culture.

Key Responsibilities

1. HR Business Partnering

• Partner with the CEO, management team, and department heads to understand business objectives and provide appropriate HR solutions.
• Act as a trusted HR advisor to managers and employees on people-related matters.
• Provide HR insights and recommendations to support business decisions.
• Identify people-related risks and opportunities and recommend appropriate actions.
• Support management in implementing organisational and people strategies.
• Develop strong relationships with key stakeholders across the organisation.

2. Workforce Planning & Talent Management

• Work with management to identify current and future workforce requirements.
• Develop workforce plans aligned with the company’s business growth and operational needs.
• Support manpower planning, headcount budgeting, and resource allocation.
• Identify critical roles and talent gaps within the organisation.
• Develop strategies to attract, retain, and develop key talent.
• Support succession planning and talent development initiatives.

3. Recruitment & Talent Acquisition

• Partner with hiring managers to understand recruitment requirements and develop appropriate hiring strategies.
• Manage and oversee the end-to-end recruitment process, including job postings, candidate screening, interviews, selection, and onboarding.
• Develop effective sourcing strategies to attract high-quality candidates.
• Work with hiring managers to ensure recruitment decisions are aligned with business requirements and company culture.
• Monitor recruitment timelines, hiring costs, and recruitment effectiveness.
• Develop and maintain a talent pipeline for critical positions.

4. Employee Relations

• Provide guidance to management and employees on employment-related matters.
• Handle employee grievances, disciplinary matters, conflicts, and workplace concerns professionally and confidentially.
• Support managers in handling employee performance and conduct issues.
• Conduct investigations into employee-related matters where required.
• Recommend appropriate actions while ensuring consistency, fairness, and compliance with company policies and applicable employment requirements.
• Promote a positive, respectful, and professional workplace environment.

5. Performance Management

• Develop and manage the company’s performance management process.

• Support managers in setting clear employee objectives, KPIs, and performance expectations.

• Monitor performance review cycles and ensure timely completion.

• Coach managers on performance feedback, performance improvement plans, and employee development.

• Identify performance trends and recommend appropriate interventions.

• Support the development of a performance-driven culture.

6. Employee Engagement & Culture

• Develop and implement initiatives to improve employee engagement, satisfaction, and retention.

• Conduct employee engagement activities, surveys, and feedback exercises.

• Analyse employee feedback and recommend improvements.

• Support the development and strengthening of the company’s culture and values.

• Organise employee engagement activities, team-building programmes, and internal initiatives.

• Promote effective communication and collaboration across departments.

7. Learning & Development

• Identify training and development needs based on business requirements and employee performance.
• Work with managers to develop appropriate employee development plans.
• Coordinate internal and external training programmes.
• Monitor training participation, effectiveness, and outcomes.
• Support career development and upskilling initiatives.
• Identify opportunities for employees to develop skills required for future roles.

8. Compensation & Benefits

• Support the development and review of compensation and benefits programmes.
• Conduct salary benchmarking and market research where required.
• Support annual salary reviews, promotions, increments, and bonus exercises.
• Ensure compensation decisions are consistent with company policies and internal equity.
• Manage and review employee benefits and related HR programmes.
• Provide management with HR data and recommendations relating to remuneration and benefits.

9. HR Policies & Procedures

• Develop, review, and update HR policies, procedures, and employee guidelines.
• Ensure HR policies are aligned with business requirements and applicable employment laws and regulations.
• Communicate HR policies and changes effectively to employees.
• Ensure consistent application of HR policies across departments.
• Develop and maintain HR SOPs and documentation.
• Identify gaps in existing HR processes and recommend improvements.

10. HR Operations & Employee Lifecycle

• Oversee key employee lifecycle processes, including onboarding, probation, confirmation, transfers, promotions, resignations, and offboarding.
• Ensure employee records and HR documentation are properly maintained.
• Monitor probation and confirmation processes and ensure timely follow-up with managers.
• Support exit interviews and analyse employee turnover trends.
• Maintain accurate and confidential employee information.
• Work closely with payroll and relevant stakeholders on employee-related matters.

11. HR Compliance & Risk Management

• Ensure HR practices and processes comply with applicable employment laws, regulations, and company policies.
• Monitor changes in employment legislation and advise management on relevant HR implications.
• Identify and mitigate HR-related risks.
• Ensure proper documentation of employee relations, disciplinary, performance, and employment matters.
• Support internal and external audits relating to HR matters where required.
• Work with management and relevant stakeholders to address employment-related risks and compliance matters.

12. HR Analytics & Reporting

• Develop and maintain HR reports and dashboards for management.

• Monitor key HR metrics, including:

o Headcount

o Employee turnover

o Recruitment performance

o Absenteeism

o Employee engagement

o Training and development

o Performance management

o Compensation and benefits

• Analyse HR data and provide insights to management.
• Identify trends and recommend actions to improve employee performance, retention, and organisational effectiveness.

13. Organisation Development

• Support organisational restructuring, change management, and transformation initiatives.

• Review organisational structures and recommend improvements where required.

• Support management in implementing organisational changes effectively.

• Assist in developing career frameworks, competency frameworks, and succession planning initiatives.

• Promote continuous improvement across HR practices and people management.

14. HR Team Management

• Lead and develop the HR team where applicable.

• Establish clear responsibilities, objectives, and KPIs for HR team members.

• Provide coaching and guidance to HR personnel.

• Monitor HR team performance and ensure timely completion of HR activities.

• Ensure HR services are delivered professionally and efficiently.

Key Performance Indicators (KPIs)

The HR Business Partner will be assessed based on, but not limited to:

• Effectiveness of HR business partnering and support provided to management.

• Achievement of recruitment and workforce planning targets.

• Recruitment turnaround time and quality of hires.

• Employee retention and turnover rates.

• Employee engagement and satisfaction.

• Performance management completion and effectiveness.

• Employee relations and grievance resolution.

• Training and development effectiveness.

• Compliance with HR policies and employment requirements.

• Accuracy and timeliness of HR reporting.

• Effectiveness of HR processes and SOPs.

• Successful implementation of HR and organisational development initiatives.

• Overall contribution to the company’s people strategy and business objectives.

Qualifications & Requirements

• Bachelor’s degree in Human Resources, Business Administration, Psychology, Management, or a related field.
• Minimum 5–8 years of relevant HR experience, preferably with experience in an HR Business Partner or HR Manager role.
• Strong understanding of HR practices across the employee lifecycle.
• Proven experience partnering with senior management and department heads.
• Strong experience in employee relations, performance management, recruitment, and talent management.
• Good understanding of Malaysian employment laws and HR practices.
• Strong analytical and problem-solving skills.
• Excellent communication, interpersonal, and stakeholder management skills.
• Strong organisational and project management skills.
• High level of integrity and ability to handle confidential information.
• Ability to work independently and provide practical, business-focused HR solutions.
• Experience in financial services, fintech, investment, asset management, or other regulated industries would be an advantage.