Job Description

Purpose & ScopeManage Human Resource operation to ensure a high-quality HR service to be delivered timely to meet business needs and continuously improve employees\xe2\x80\x99 engagement.Key ResponsibilitiesMain Tasks

• Continuously manage and improve the HR functions by establishing improvement structure, process and system in order to support Department to achieve their business objective more efficiently and effective.
• Responsible to guide, coach and develop HR members in an efficient and effective manner in their day-to-day work and in meeting established HR standards.
• Compliance with country\xe2\x80\x99s legislation requirements and establish/update country HR policy.
• Employees relation and engagement.
• Deliver timely HR operation service with smooth and efficient process.
• Coordinate with Talent Acquisition/Learning & Development/Compensation & Benefits to provide professional HR solution to meet business requirement.
• Ensure local implementation of Group HR initiatives, such as employer branding, performance management, communications, HRIS, L&D TA, etc.
• Responsible and ensure all recruitment activities are fill on timely basis to meet and achieved talent acquisition metrics (ie: time to fill, cost per hire).
• Regional C&B coordination Country HR team management and development.
• Set up and define HR department goal, develop and implement department budget and plan, allocate department budget for monitoring.
• Ensuring all required reports are submitted on timely basis
• Recommend ways to improve employer\xe2\x80\x99s branding, company\xe2\x80\x99s culture and employees\xe2\x80\x99 morale, leading the team in HR Department.

Policies & Procedures

• Responsible to regularly review internal HR plan, policy, program and process to ensure that they stay relevant, up-to-date and effective in addressing organizational and employee needs, and are in compliance with local employment legislation.
• Responsible to develop strong relationship and liaise with regulatory bodies, and other related stakeholders on employment matters .

Talent Acquisition

• Partner with Talent Acquisition (TA) Specialist and creates recruitment strategy and ensure that job vacancies to be filled, and best candidates are selected to best match the needs of the position and the business with the efficiently process and cost-effectively and in accordance with the organization policies and standards.
• Managing the employee onboarding process and assimilate new hires effectively
• Oversee employees onboarding and offboarding.

Talent Management & Learning and Development

• Partner with Learning & Development (L&D) Specialist to define L&D needs based on business and staff capability for career progression.
• Manage the performance review and management exercises including support hiring managers and employees throughout performance management lifecycle including to cascade key performance indicators and performance goals to employees.
• Manage end-to-end total company\'s talent development plan (including succession plans to future-proof leadership talent in pipeline) from understanding and prioritizing development needs and interventions.

Compensation & Benefits

• Manage and oversee the company\'s payroll system, including ensuring accurate and timely payment of salaries and benefits to all employees.
• Ensure that all payroll-related activities are in compliance with relevant legislation.
• Partner with the Compensation & Benefits (C&B) Specialist to coach hiring managers in compensation strategies and programmes as well as to review needs of the workforce.
• Effective management and administration of the full spectrum of total rewards and benefits policies and programs to ensure internal equitability and external competitiveness of the business in the talent market.
• Prepare annual HR budget and to evaluate, propose and implement improvements to the current benefits plans.
• Ensuring that all employees data it is up to date and accurate in Workday.

Industrial Relations

• Conducts internal investigations of acts of employee violation of Code of Conduct including interviewing, gathering evidence, consulting legal counsel, making recommendations and documenting findings.
• Develop and implement strategies to foster a positive employee relations culture. Resolve conflicts between employees and management in a timely and professional manner. Work closely with the management team to ensure that the company\'s HR policies and practices are consistent with industrial relations legislation.
• Provides advice, counsel, direction and training to the management team and managers on any business issue that has employee or organizational impact on company personnel practices, procedures, and initiatives, including interpreting the intent and meaning of the contractual obligations with the Union.
• Liaise with Manpower agencies, immigration authorities, and other stakeholders to ensure the smooth recruitment & other employment for foreign workers.
• Stay up to date on labour legislation.
• Contact person as Local Data Protection Officer (LDPO) and Integrity Officer

Requirements

• Bachelor Degree, Human Resources, Psychology, Business Management, Law, Industrial Relations or other related area.
• Able to adapt to fast change management environment.
• Solid knowledge on local labour law and legislation.
• Experiences as HR generalist form multinational companies, ideally in industrial environment.
• Experiences in implementing C&B projects, such as benchmarking, grading, short-term and long-term incentive plan, etc.
• Knowledge of Malaysian Employment, Industrial Relations and Trade Union Act, Union Collective Agreement terms and condition. Experiences in collective agreement negotiation and managing union relationship will be an added advantage.
• Knowledge of local municipality laws.
• Knowledge of Immigration Laws on foreign workers and expatriates management.
• Experiences in potential labour risk analysis and problems handling on industrial disputes.
• Excellent communication skills to build trust with all levels of managers and employees. Good oral and written communication skills.
• Problem analysis and solution providing to drive for positive result: ability to translate from business needs to people solution.
• Experiences of team management, developing country HR team.
• Team player, able to work with Regional Specialist and Group HR team to deliver together HR performance to support business in countries.
• Knowledge in HR regulations in Singapore and Indonesia will be a plus.
• Able to adapt to change management

Rockwool