全职 Human Resources Manager 工作, 薪水 up to MYR 12,000, Agensi Pekerjaan Job Search Asia Selangor 公司招聘中 - Ricebowl

• Bachelor's Degree in Human Resource Management, Business Administration, Psychology or a related discipline.

• Minimum 8 years of progressive HR experience, preferably with a strong HR Generalist and HR Operations background.

• Minimum 3–5 years of experience in a managerial or people leadership role.

• Strong experience in HR Business Partnering and HR strategic planning.

• Broad hands-on exposure across key HR functions, including recruitment, employee relations, performance management, learning & development, HR operations and compliance.

• Strong knowledge of Malaysian employment legislation, Industrial Relations and HR best practices.

• Experience in organisational development, change management and HR process enhancement will be an advantage.

• Strong leadership and people management skills with the ability to coach and develop team members.

• Strong stakeholder management, communication and influencing skills.

• Confident in working and communicating with Senior Management and business leaders.

• Strong analytical, problem-solving and decision-making capabilities.

• Strategic thinker with a practical and hands-on approach to execution.

• Strong team player who can also work independently with minimum supervision.

• Proactive with a positive can-do mindset and willingness to take ownership and get things done.

• Adaptable and comfortable managing change, ambiguity and evolving business requirements.

• Open to new ideas and able to drive continuous improvement and enhancement initiatives.

• Able to work e ectively under pressure and manage multiple priorities.

• High level of integrity, professionalism, confidentiality and sound judgement

1. HR Strategy & Business Partnering

• Develop and implement HR strategies and initiatives aligned with the Company's business direction and objectives.

• Partner with Management and Division/Department Heads to understand business priorities, manpower requirements and people challenges.

• Provide practical and professional HR advice and recommendations to Management on people and organisational matters.

• Translate business requirements into appropriate HR plans and actions.

• Provide HR insights and recommendations to support management decision making.

2. Manpower Planning & Talent Acquisition

• Lead annual and ongoing manpower planning in alignment with business requirements and approved headcount.

• Oversee recruitment and selection activities to ensure timely fulfilment of manpower requirements.

• Review recruitment strategies and talent sourcing approaches to strengthen the Company's talent pipeline.

• Ensure e ective onboarding, internal movement and o boarding processes.

• Monitor manpower trends, turnover and recruitment e ectiveness.

3. Learning, Development & Talent Management

• Develop and oversee learning and development plans based on organisational and business needs.

• Drive employee capability development, competency enhancement and leadership development initiatives.

• Oversee performance management processes and ensure appropriate follow-up on employee performance.

• Drive talent review, succession planning and career development initiatives.

• Evaluate the e ectiveness of learning and development programmes.

4. Employee & Industrial Relations

• Lead and manage employee and industrial relations matters, including performance issues, PIP, disciplinary actions, grievances and employee concerns.

• Advise Management and managers on appropriate actions while ensuring fair and consistent HR practices.

• Manage complex or sensitive employee relations cases with professionalism and sound judgement.

• Ensure proper documentation and due process for employee and industrial relations matters.

• Liaise with relevant authorities, legal advisers and external parties where required.

5. HR Operations & Employee Support

• Oversee the e ective delivery of HR operations and employee support services.

• Ensure payroll, benefits, leave, attendance, employee records and other HR administration are managed accurately and e iciently.

• Ensure appropriate controls, checks and processes are maintained across HR operations.

• Work with the HR team to continuously improve service delivery and employee experience.

6. Compensation & Benefits

• Support the review and implementation of competitive and equitable compensation and benefits practices.

• Participate in salary benchmarking, annual salary reviews and related exercises.

• Review employee benefits and recommend enhancements where appropriate.

• Ensure compensation and benefits practices are aligned with Company policies and applicable requirements.

7. HR Policies, Compliance & Governance

• Ensure HR policies, procedures and practices comply with Malaysian employment legislation and Company requirements.

• Lead the review, development and enhancement of HR policies, guidelines and procedures.

• Ensure consistent implementation of HR policies across the organisation.

• Oversee HR audits, compliance reviews and statutory requirements.

• Maintain appropriate HR governance, documentation and internal controls.

8. Organisational Development & Change Management

• Partner with Management on organisation structure reviews, restructuring and workforce optimisation.

• Lead and support organisational development and change initiatives.

• Develop appropriate people and communication approaches to facilitate organisational changes.

• Support initiatives that strengthen organisational culture, employee engagement and collaboration.

• Facilitate e ective integration of new structures, processes and ways of working.

9. HR Innovation & Process Enhancement

• Drive continuous improvement across HR processes, systems and employee services.

• Identify opportunities for HR digitalisation, automation and workflow improvement.

• Review existing HR practices and introduce practical solutions to improve e iciency and e ectiveness.

• Lead HR enhancement projects from planning through implementation and evaluation.

• Encourage a continuous improvement mindset within the HR team.

10. Team Leadership & Development

• Lead, coach and develop HR team members to build capability, accountability and performance.

• Establish clear responsibilities, priorities and expectations within the HR team.

• Promote teamwork, open communication, knowledge sharing and collaboration.

• Empower team members to take ownership while providing appropriate guidance and direction.

• Build a resilient and adaptable HR team capable of supporting changing business requirements.

11. Employee Engagement & Culture

• Drive employee engagement, wellness and workplace initiatives.

• Promote e ective employee communication and a positive employee experience.

• Work with Management and business leaders to strengthen organisational culture and employee engagement.

• Review employee feedback and recommend appropriate improvement actions.

12. Management Reporting & HR Projects

• Prepare HR reports, analysis, proposals and recommendations for Management.

• Monitor key HR metrics and identify trends or areas requiring management attention.

• Lead Company-wide HR projects and cross-functional initiatives as required.

• Manage multiple priorities and ensure timely delivery of agreed HR initiatives.

• Perform other HR-related responsibilities and projects assigned by Management from time to time.

Role Purpose

To lead and manage the Human Resources function by developing and implementing people strategies, HR practices and initiatives that support the Company's business objectives and organisational growth.

The role serves as a strategic and operational HR partner to Management and business leaders, overseeing key areas including HR business partnering, talent acquisition, learning & development, employee and industrial relations, performance and talent management, HR operations, compliance, organisational development and HR process enhancement.

The position requires a strong HR generalist and people leader who is strategic yet hands on, able to lead the team e ectively while independently managing priorities, changes and complex HR matters.

• EPF
• SOCSO
• EIS