Job Description

About the job Senior Manager, People & Culture

Job Overview

Lead the HR function by providing strategic direction and implementing HR processes and initiatives that will attract, develop and retain the right talent to enable the Company to drive business and operations to the next level.

Job Responsibilities:

1) Strategy & Culture

• \xef\xbb\xbfProvide strategic HR direction, solutions, advice, guidance and support to the leadership team to facilitate the accomplishment of business objectives, including HR matters in overseas operations.
• Develop and implement an annual agenda for HR in line with the companys business plan and represent HR in all business reviews and budgeting processes.
• Develop, implement and manage HR policies, processes and programs.
• Create a company culture of engagement that promotes a climate of involvement and inclusion for a multi- generation and diversified work force.
• Inculcate a culture that strives to improve its social and environmental impact on the community.

2) Recruitment

Deliver a strong employee value proposition aligned with a contemporary mindset.

Formulate and execute effective recruitment plan and processes to meet the manpower needs of the Company.

Develop and implement an engaging employee on-boarding and orientation program to ensure effective assimilation of new hires.

3) Organizational & People Development

• \xef\xbb\xbfBuild a robust organizational structure with the right level of resources to meet the business and talent requirements of the company.
• Create and maintain job descriptions and overall Company KPIs to ensure employees are clear on responsibilities, goals and targets.
• Lead the performance management process and execute all parts of the cycle, including goal setting, annual review, salary review and reward exercise.
• Analyze training needs, develop and implement annual Training Plan for employee development.
• Lead talent management and succession planning initiatives to build a pipeline of talents and leaders from within.
• Identify and analyze future organizational capability requirements, develop actions and long-term workforce plans to ensure efficient organizational design.
• Provide reports and analytics on HR data such as staff turnover, cost per hire, training hours per person, etc., and lead the necessary actions for improvement.

4) Compensation & Benefits

• \xef\xbb\xbfManage compensation and benefits processes and programs and conduct periodic benchmark against market practices to ensure competitiveness.
• Manage the payroll function for timeliness and accuracy of salary payment.

Manage company incentive and recognition programs, salary structures and salary budgets.

5) People Processes

• \xef\xbb\xbfManage HR transactional activities, employee data management and employment related documents.
• Ensure the effectiveness of the HR systems to ensure efficient HR admin support for the company.
• Develop and manage disciplinary procedures to promote a disciplined, harmonious and productive workforce.
• Provide day-to-day advice to heads of department and line managers on all human resource issues, management of staff discipline, grievance handling, performance improvement, remuneration, etc.

Provide employee services and manage grievance handling procedures.

Ensure accurate employee files and records are maintained.

6) People Management

• Manage and review team members performance and provide the necessary guidance to ensure KPIs and personal objectives are achieved.
• Create a positive and open environment where team members can learn from mistakes, are given challenging tasks, empowered to make decisions and voice opinions.
• Assess career aspirations, ensure everyone has a development plan in place and provide necessary resources and opportunities.

Act as a role model and set a good example.

7) Compliance

• \xef\xbb\xbfEnsure HR policies and practices comply with the countrys statutory legislation and requirements.
• Attend to government and statutory bodies inquiries, inspection, audits (e.g. LHDN, EPF, SOCSO, DOSH, Immigration Dept, IR Office and JTK) as and when required.
• Ensure the working environment meets legal standards and best practices of health, safety and security for the physical and mental comfort of employees.

At other duties assigned by the Management of the Company

Job Qualifications:

• \xef\xbb\xbfPossess Degree in Human Resource Management, Social Science, Humanities, Business Administration or related field
• Possess at least 10 to 12 years of experience in Human Resource function within at least 3 years in a HR management position. Experience working overseas will be an added advantage
• Able to occasional travelling locally and overseas may be required
• High level of personal flexibility required in terms of working beyond normal hours
• Sound knowledge of labour laws and HR practices
• Experience in the processes and legislation pertaining to recruitment of foreign workers is preferred
• Good working knowledge of MS Office
• Possess experience in using payroll software or HRIS
• Thorough planning and organising of the work and careful monitoring of resources and progress to achieve planned results
• Clear, relevant and timely communication of information to relevant people, delivered at the correct level - speaking, presenting, writing, listening and questioning
• Drive for results
• Demonstrated ability to build and sustain positive, effective working relationships
• Ability to articulate thoughts clearly and influence others
• Demonstrated ability to solve problems
• Team leadership and collaboration
• Ability to deal with pressure and ambiguity
• Proficiency in spoken and written English, Malay and Mandarin

\xef\xbb\xbfRemuneration

\xef\xbb\xbfRM 11,000 - RM 15,000

\xef\xbb\xbfConsultant in Charge

\xef\xbb\xbfJia En \xef\xbb\xbf| jiaen.liong@hunters-in.com | 016 266 2236

Hunters International