Rafulin Holdings Hiring! Full Time Executive, People Strategy in Federal Territory - Ricebowl

To support the development, implementation and continuous improvement of people strategies, frameworks and analytics across the Group, with focus on performance management, total rewards, organisation design, workforce planning, people analytics, talent and organisational effectiveness. The role supports informed management decision-making through accurate analysis, effective coordination and implementation of people initiatives aligned with business priorities.

Job Description:

A. Performance Management

• Coordinate the end-to-end performance management cycle, including KPI setting, performance reviews, calibration activities and related performance processes.
• Support the development, implementation and continuous improvement of performance management frameworks, guidelines and processes.
• Coordinate Performance Improvement Plans (PIP), including documentation, progress monitoring, governance, outcomes and follow-up actions.
• Analyse performance outcomes, trends and distributions to identify gaps and support fair, consistent and business-aligned decisions.
• Prepare performance-related reports, analyses and management presentations to support decision-making.
• Monitor adherence to established performance management timelines, processes and governance requirements.

B. Organisation Design & Workforce Planning

• Support job analysis, role profiling, job evaluation and grading exercises to promote appropriate job alignment and internal equity.
• Support organisation design, workforce restructuring and manpower optimisation initiatives in line with business requirements.
• Coordinate workforce planning activities based on approved organisational structures, manpower requirements and business priorities.
• Prepare and coordinate the annual staff cost budget, incorporating approved manpower plans, salary costs, allowances, incentives and other relevant employee-related expenditure.
• Prepare workforce, headcount and staff cost analyses to support budgeting, manpower optimisation and management decision-making.
• Maintain relevant organisation structures, manpower information, position data and workforce records.
• Support reviews of roles, structures and spans of control to identify opportunities for organisational effectiveness.

C. Compensation & Total Rewards

• Support the review, development and implementation of salary structures, incentives, allowances and other reward programmes.
• Conduct remuneration analysis and external benchmarking to support internal equity, cost effectiveness and market competitiveness.
• Prepare remuneration and staff cost analyses to support salary, increment, bonus and other reward-related recommendations.
• Support annual salary review, increment and bonus exercises, including data preparation, analysis, validation and implementation.
• Analyse reward outcomes and identify pay positioning, compression, internal equity and other remuneration-related issues requiring management attention.
• Maintain accurate reward-related data, salary information and analytical records.
• Support the development and implementation of pay-for-performance principles and reward governance.

D. People Analytics & Reporting

• Analyse workforce data and translate findings into actionable people insights and management recommendations.
• Prepare people analytics and management reports covering areas such as manpower, staff costs, performance, productivity, turnover and other relevant workforce indicators.
• Develop, maintain and continuously improve HR dashboards, trackers and analytical tools to strengthen data visibility and decision-making.
• Monitor workforce and people-related trends and highlight key findings, emerging issues, gaps and areas requiring management attention.
• Support data-driven evaluation of people’s programmes, policies and initiatives.

E. Talent & Organisational Development

• Support the development and implementation of competency, talent and organisational development frameworks.
• Coordinate competency assessments and analyse capability gaps to support employee development and workforce initiatives.
• Support talent management, succession planning, career development and capability-building initiatives based on identified organisational and workforce requirements.
• Support talent and succession reviews, including data preparation, analysis, documentation and follow-up actions.
• Assist in identifying critical roles, capability requirements and potential workforce risks.

Job Requirements:

• Degree in Human Resource Management, Economics, Statistics, Mathematics or a related discipline.
• Minimum 2–4 years of relevant experience in People Strategy, Performance & Rewards, Organisation Development, HR Analytics or related HR functions.

Special Skills in:

• Performance management and KPI administration.
• Compensation and rewards analysis.
• Workforce planning and manpower analysis.
• Job analysis, evaluation and organisation design