Job Responsibilities: (Primary Duties, Roles, and/or Authorities) 

Employees Relations & Industrial Relations: 

• Partnering with other business unit managers to develop and implement employee relations best practices and programs. 

• Handling employee complaints, managing grievance procedures and facilitating counseling in conjunction with other stakeholders. 

• Investigating and resolving complex or critical employee relations issues in a timely and effective manner. 

• Assist with the development and implementation of diversity, equity, and inclusion programs 

• Advise management and leadership on employee relations 

• Serve as the point of contact on fundamental human capital issues and questions 

• Partner with other business unit manager and HCBP on complex employee relations issues 

• Provide guidance and counsel to employees on employee relations issues and workplace practices 

• Receive, evaluate, and respond appropriately to employee concerns 

• Conduct investigations of complaints and recommend corrective actions 

• Oversee, review, and advise on employee grievance and disciplinary processes 

Total Rewards: 

• Manage the Annual Pay Planning, Compensation Cycle, bonus planning and incentive schemes development 

• Review HC policies, procedures and HC programs 

• Designs and propose competitive compensation and benefits program 

• Designs the basic compensation structures in the organization aligned with the corporate culture and the corporate values 

• Administer Compensation and Benefits (C&B) plans and formal reward system, including leading and conducting annual salary and benefits surveys 

Talent Management: 

• Manages, leads and develops the HC Team to ensure right skill and knowledge acquired 

• Identify HIPO and develops the successor 

• Assist HC Manager in formulating and implementing strategic initiatives in talent management, succession planning, career development and retention program for the organization 

• Responsible for the performance, competencies, target attainment and skills development of direct reports. 

Human Capital Business Partner: 

• Builds and maintain the positive and influencing relationship with the Leadership Team 

• Acts as the positive team member of the HC Management Team 

• Leads different HC Projects 

• Develop, implement, enforce and maintain systematic and practical HC business processes in line with organization’s policies and objectives 

• Interact with and provide HC advocacy to other department leaders as business partner in implementing HC business processes aimed at improving overall quality, productivity, efficiency and discipline of the workforce 

• Act as a resource person and facilitate other departments in resolving their HC-related issues using the most appropriate intervention tools or methods 

• Lead HC business process improvement projects to meet the needs of the organization or to be in compliance with current Division/Corporate procedures 

• Responsible for the proper implementation and adherence of all HC relevant company policies 

• Perform any other related duties as instructed by the management from time to time 

Talent Acquisition 

• Coordinate internal and external resources in performing the processes and activities to achieve departmental and organizational goals 

Education and Experience: 

• Minimum Diploma in Business / HR Compensation and Benefits or equivalent 

• Degree or Professional Certification in HR Management is preferred. Minimum 7 years experience in general HR and HRBP at similar level 

• In-depth knowledge and understanding of HR management practices, local labor law and industrial relations principles 

• Conducted or able to conduct in-house training on basic HR topics 

• Working knowledge of Kaizen, Six Sigma or Lean manufacturing activities is preferred 

Knowledge and Skills: 

• Strong oral and written proficiency in both English and Malay language. 

• Mature personality with leadership skills. 

• Pro-active and forward-looking in anticipating business challenges. 

• Strong people skills, especially in communication, motivation and handling difficult individuals. 

• Understand typical HR indicators and able to prepare analytical reports on related issues. 

• Able to conduct coaching and counseling for employees at different levels. 

• Able to evaluate and develop personnel for organizational and career growth. 

• Computer-literate with good knowledge in HRIS and MS Office applications Meeting set goals in HC Compensation and Benefits metrics. 

• Keeping employee turnover and absenteeism at acceptable benchmarked rate. 

• Effective and timely response in providing related support to business partners.