Petaling Jaya, Selangor, Malaysia
A seasoned and strategic HR partner with 13 years of experience in various industries such as; Agriculture, Shared Service, Advertising, Renewable Energy and FMCG. Partnering with leaders to progressively implement, advise and execute employee benefits & compliance, employee relations, Talent Development, Industrial Relations, Payroll, engagement, EDI and change management. Independent, collaborative and a business partner with the ability to communicate effectively and execute efficiently. Skilled at building relationships with employees across all levels of an organization.
Collaborating with the Senior VP of International Operations and the global HR team to establish and scale business operations in Malaysia and other potential APAC markets, I will lead and execute HR strategies that supports organizational growth, compliance, and talent excellence. This includes: - Designing and executing recruitment strategies tailored to local market dynamics. - Building talent pipelines for critical roles across functions. - Partnering with hiring managers to forecast workforce needs and align hiring plans with business goals. - Developing onboarding programs that integrate global culture with regional nuances. Ensuring a seamless employee experience from pre-boarding to integration. - Conducting market benchmarking to design competitive compensation structures. - Localizing benefits programs to be market competitive. - Managing vendor relationships for payroll, insurance, brokers, third-party and other benefits. - Ensuring full compliance with Malaysian labor laws and regulations - Establishing HR policies and procedures aligned with both global standards and local flavors. - Implementing performance management systems that drive accountability, sustainable and growth. - Facilitating leadership development and succession planning for key roles. - Supporting career development initiatives and learning programs. - Creating a positive work culture through proactive employee engagement strategies. - Managing employee relations issues with fairness, consistency, and legal compliance. - Conducting regular pulse surveys and feedback mechanisms to improve workplace satisfaction. - Support with global roll out of HRMS/HRIS - Leveraging people analytics to monitor turnover, engagement, performance evaluation and hiring effectiveness. - Supporting organizational structuring and role clarity as the business scales. - Promoting diversity, equity, and inclusion across all levels of the organization. - To be a partner, coach, and advisor to stakeholders.
Integrating business strategy with people management. Collaborating with leaders and CoE's, fostering holistic and strategic outcome. A change partner, sparring partner and a gatekeeper for people related agenda for business and functional areas in collaboration with the People & Culture and leaders.
Summary of Principal Job Responsibility: The head of Organisational Development position is responsible for managing and supporting the assessment of organizational needs and the design, implementation and evaluation of programs that facilitate the professional development and continuous learning of team members, particularly executives and emerging leaders. The role is required to create structure programs and manages a team of internal subject matter expert trainers within the company based on market/industry best practice. Main Responsibility b) Manages organizational development (OD) strategies and processes. c) Assesses OD needs of operating, business and functional units. d) Leads the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals. e) Designs and executes key programmatic elements of the OD process. f) Evaluates strategies and programs to measure the achievement of established goals. g) Assists with the provision of expert facilitation and coaching to supervisors and managers regarding OD methods and tools. h) Provide strategic and operational direction for organisational development processes, ensuring that talent development processes and programs are designed and deliver a diverse, promotable and engaged talent pipeline for business critical roles. i) Manages and identify talent gaps for the overall organisation. j) Provides consultative services to the business units regarding mentoring. k) Plans and leads short- and long-term planning for OD programs. l) Prepares budgetary recommendations that meet departmental goals and provide for effective management of resources. m) Improve, develop and implement performance management, succession, assessment & OD programs, processes and standards throughout the enterprise; support a global performance culture and capability; and strategically align performance, succession and career development.
Managing a team of 2 to facilitate the group of Companies’ compensation & benefit, Industrial Relations, Contract Management, Employment Act, Training, Recruitment and to ensure the Companies policies are accordance to the required statute. Specific Job Duties and Responsibilities: a) Contract Management b) Probationary management c) Confirmation process d) Improvement process management e) BIP - Renewal process for projects (30) f) PIP management g) Pre-Employment Medical Checkup process h) Management of Master Remuneration file i) HR2000 Qpay updates j) Personal files management k) Industrial Relations management l) Management of project renewal timeline m) Management of client request and Operations requirement n) Providing HR advice to Client and Group of Companies o) Employee benefits management p) Recruitment q) Providing budgeting/costing feedbacks to respective business units r) Training & TNA
My position involves the delivery of industrial relations advice and assistance to the Group of Companies and working closely with the Senior Human Resource Manager to assist in maintaining a harmonious relationship between employers and employees/workmen. Job Responsibility: - • Provide professional advisory and executive support service in relations to IR procedures for the group of companies • Able to consult, support and assist in the resolution of employee relations issues such as grievances, harassment allegations, disputes, work complaints, misconduct or other employee concerns. • Be well informed with changes or updates on Industrial Relations/Employment Act policies and procedures to keep the Company abreast of practices and new developments. • Establish good relationship with relevant industry players, legal practitioners and related government agencies • Conduct regular training / coaching to all Business units in understanding of IR Management • Perform audit check to ensure all business units are consistent with Company SOP and Department SOP to avoid any liability to the company • To continuously consult all Business Unit in ensuring that all changes related to EA 1955 / Income Tax Act 1967 / Socso / EPF Act are in compliances • Take full responsibilities to advise and provide best practice to all Business Unit in management of EA 1955 ruling in the organisation • Manage and address all issue related to non-compliance of any of the government requirement immediately to reduce losses to the organisation • To constantly meet deadlines of projects assigned to • As a mediation between employee and employer
Handling all matters relating to human resource, payroll and immigration. Job Responsibility: - • Process group of companies’ payroll • Handling all matters relating to foreign workers, expatriates and KDN Malaysia • Handling all human resource matters • Handling all HRDF related matters • Provide Human Resource support to sister companies • Maintaining a good relation with employees • Handling employees benefits and compensation • Perform other duties instructed by upper management • Contract management • Staff engagement • Yearly performance management reviews