全职 Senior Human Resource Executive 工作, 薪水 up to MYR 8,000, Babel Fit Selangor 公司招聘中 - Ricebowl

*JOB DESCRIPTION*

Position: Senior HR Executive

Department: Human Resources

Reports To: Management / Designated Reporting Officer

Employment Level: Senior Executive

Job Scope: Full Spectrum Human Resources Management

1. *Job Purpose*

- To oversee and manage the day-to-day operations of the Human Resources Department, ensuring effective implementation of HR policies, procedures, practices and compliance with applicable employment laws and regulations.

- The Senior HR Executive is responsible for handling the full spectrum of HR functions, including recruitment, employee relations, performance management, learning and development, compensation and benefits administration, employee engagement and HR administration.

- This position requires an independent and proactive individual who can manage HR operational matters, provide professional recommendations and coordinate with Management on HR-related decisions.

- While the position carries responsibility for the overall execution and coordination of HR functions, all managerial decisions, policy approvals and matters requiring Management's authority must be escalated for approval.

2. *Key Responsibilities*

A. HR Operations & Administration

- Manage and oversee the day-to-day operations of the HR Department.

- Develop, maintain and implement HR policies, procedures, SOPs and guidelines, subject to Management's approval.

- Ensure proper maintenance and safekeeping of employee records, personnel files, employment contracts and HR documentation.

- Monitor employee attendance, leave records, confirmation dates, contract renewals and other employment-related matters.

- Ensure HR processes are consistently applied across all outlets and departments.

- Review and improve existing HR processes to enhance operational efficiency.

- Prepare HR reports, manpower reports and other HR-related updates for Management's review.

B. Recruitment & Manpower Planning

- Coordinate the end-to-end recruitment process, including job advertisements, candidate screening, interviews and selection coordination.

- Work with department heads and outlet managers to identify manpower requirements.

- Prepare job descriptions and ensure job specifications are updated according to operational needs.

- Coordinate employment offers, salary proposals and employment contracts for Management's approval.

- Manage the onboarding and orientation process for new employees.

- Monitor probation periods and coordinate performance assessments before employee confirmation.

- Maintain recruitment records and monitor recruitment progress.

C. Employee Relations & Industrial Relations

- Act as the first point of contact for employees on HR-related matters, concerns and grievances.

- Handle employee complaints, workplace conflicts and disciplinary matters professionally and confidentially.

- Conduct preliminary investigations into employee misconduct, complaints and workplace incidents.

- Coordinate disciplinary procedures, including show-cause letters, domestic inquiries and issuance of warning letters, where applicable.

- Advise department heads and supervisors on employee management and proper HR procedures.

- Maintain proper documentation of disciplinary cases and employee-related disputes.

- Escalate sensitive, high-risk or unresolved employee matters to Management.

- Liaise with relevant authorities, including the Labour Department (JTK), Industrial Relations Department (JPP) and other relevant agencies when required and authorised.

D. Performance Management

- Coordinate the company's employee performance appraisal and evaluation process.

- Monitor probation assessments, annual performance reviews and performance improvement plans.

- Assist department heads in identifying underperforming employees and implementing appropriate performance improvement measures.

- Provide guidance to supervisors on performance management procedures and documentation.

- Monitor employee confirmation, contract renewal and performance review schedules.

- Consolidate performance evaluation results and provide recommendations to Management.

E. Compensation & Benefits Administration

- Administer employee benefits, allowances, claims, incentives and other employment-related entitlements, excluding payroll processing.

- Maintain and update employee compensation and benefits records.

- Coordinate annual salary reviews, increment proposals and bonus recommendations for Management's consideration.

- Ensure employee benefits are administered in accordance with company policies and employment contracts.

- Liaise with the relevant personnel responsible for payroll to ensure HR-related information and employee changes are communicated accurately and promptly.

- Monitor employee benefits and recommend improvements where appropriate.

F. Learning & Development

- Identify training and development needs in consultation with department heads.

- Coordinate internal and external training programmes.

- Maintain employee training records and monitor training participation.

- Assist in developing employee development plans and career progression initiatives.

- Evaluate training effectiveness and recommend improvements.

- Ensure mandatory training and certifications are completed where applicable.

- Handling submission of HRDF application whenever require.

G. Employee Engagement & Welfare

- Coordinate employee engagement activities, welfare initiatives and internal communication.

- Support Management in promoting a positive working environment and healthy workplace culture.

- Handle employee welfare matters and provide appropriate assistance within company policies.

- Coordinate employee recognition, appreciation and retention initiatives.

- Gather employee feedback and identify areas for improvement when neccessary.

H. Employment Law & Statutory Compliance

- Ensure HR practices comply with applicable Malaysian employment laws and regulations, including:

Employment Act 1955.

Industrial Relations Act 1967.

Employees' Social Security Act 1969 (SOCSO).

Employees Provident Fund Act 1991 (EPF).

Employment Insurance System Act 2017 (EIS).

Occupational Safety and Health Act 1994, where applicable to HR responsibilities.

- Monitor changes in employment legislation and communicate relevant updates to Management.

- Ensure employment contracts, HR policies and practices are aligned with applicable statutory requirements.

- Coordinate statutory employment-related documentation and submissions.

- Assist in preparing documents and information for audits, labour inspections and other regulatory requirements.

- Maintain proper records to support employment compliance and statutory requirements.

I. Employee Separation & Offboarding

- Manage employee resignation, retirement, termination and contract expiry processes.

- Coordinate exit interviews and document employee feedback.

- Ensure proper handover, clearance and return of company property.

- Prepare and coordinate employment separation documentation.

- Monitor notice periods and ensure compliance with contractual obligations and applicable employment laws.

- Coordinate with the relevant personnel on final salary, outstanding entitlements and other separation-related matters, excluding payroll processing.

- Maintain proper records of employee separation and termination cases.

3. *Authority & Decision-Making Limitations*

The Senior HR Executive is expected to independently manage HR operational matters within approved company policies and procedures.

However, this position does not carry managerial authority or final decision-making powers.

The following matters must be referred to Management for review and approval:

- Approval of new headcount and manpower budget.

- Final hiring and appointment decisions.

- Approval of salary offers, salary increments, bonuses and special allowances.

- Employee confirmation, promotion, demotion and changes in employment terms.

- Final decisions on disciplinary actions, suspension and termination.

- Approval of HR policies, amendments and changes to company-wide employment practices.

- Approval of employee benefits and welfare expenditure.

- Settlement of employment disputes and legal matters.

- Any exceptions or deviations from approved HR policies and procedures.

- Any matters involving significant financial, legal or reputational risks to the company.

The Senior HR Executive may provide recommendations, prepare supporting documentation and coordinate the necessary processes, but must obtain Management's approval before communicating or implementing decisions requiring such authority.

Pay: RM3,000.00 - RM8,000.00 per month

Benefits:

• Dental insurance
• Gym membership
• Health insurance
• Opportunities for promotion
• Professional development
• Vision insurance

Work Location: In person