Ambu A/S is currently looking for a Manager, Employee Relations / HRBP – Operations to be based in Penang, Malaysia.

The Manager, Employee Relations / HRBP – Operations is the primary People & Culture partner to the Operations organisation and is also responsible for building constructive employee relations, strengthening leadership capability, and translating business priorities into practical people solutions. The role provides trusted advice to leaders, ensures fair and consistent application of employment practices, manages complex employee matters, and supports a safe, engaged, high-performing and compliant workplace aligned with Ambu's values and business objectives.

Key Responsibilities

Employee Relations

Lead the end-to-end management of employee relations matters, including misconduct, grievances, disciplinary processes, performance concerns, absenteeism, workplace conflict and appeals.
Conduct or oversee fair, timely and well-documented investigations, ensuring due process, confidentiality and appropriate escalation.
Advise leaders on corrective actions and case resolution, balancing business needs, employee experience, consistency, legal requirements and organisational risk.
Maintain accurate case records, monitor trends and provide insight on recurring issues, root causes and preventive actions.
Support respectful workplace practices, employee listening, conflict resolution and effective grievance channels.
Partner with internal and external legal advisors and relevant authorities when required.

Employment Practices, Governance and Compliance

Ensure policies, procedures and employment practices are applied consistently and comply with applicable Malaysian employment legislation, industrial relations requirements and Ambu standards.
Review and improve employee relations procedures, manager guidance, templates and case-management practices.
Identify emerging employee relations and compliance risks and recommend proportionate mitigation measures.
Support audits, regulatory reviews and internal governance processes by providing accurate documentation and timely follow-up.
Educate managers and employees on key employee relations best practices, including prevention of sexual harassment, mental health awareness, respectful workplace conduct and appropriate reporting and support channels.
Guide leaders through workforce changes, restructures, redeployment and separation processes with appropriate consultation, documentation and employee care.

HR Business Partnering – Operations

Act as the strategic and operational People & Culture partner to Operations leaders, developing a strong understanding of business priorities, workforce challenges and organisational needs.
Translate business plans into people priorities covering workforce planning, organisation design, capability, engagement, performance, retention and succession.
Coach and challenge leaders on people decisions, leadership effectiveness, team dynamics and change leadership.
Support talent reviews, succession planning, development actions and critical-role retention for the Operations organisation.
Use workforce data and people insights to identify risks, prioritise interventions and measure outcomes.
Partner with People & Culture colleagues and Centres of Expertise to deliver consistent, efficient and business-relevant solutions.
Lead People & Culture support for audits in Operations, coordinating readiness, documentation, stakeholder responses and timely closure of findings.

Leadership, Engagement and Capability Building

Build manager capability in employee relations, performance management, feedback, documentation and difficult conversations.
Partner with Operations leaders to strengthen employee engagement, communication, inclusion and organisational effectiveness.
Support change initiatives and facilitate effective consultation and communication with impacted employees and stakeholders.
Contribute to site-wide People & Culture priorities and foster collaboration across functions and Ambu entities.
Lead assigned team members, projects or workstreams, setting clear priorities and ensuring high-quality delivery.
Own and coordinate the White Collar Employee Induction programme, partnering with relevant stakeholders to ensure new employees receive a consistent, engaging and effective onboarding experience.

Suggested Candidate Profile

Bachelor's degree in Human Resources, Business, Industrial Relations, Law or a related discipline; a relevant postgraduate or professional qualification is an advantage.
Typically 8–10 years of progressive human resources experience, including substantial employee relations and HR business partnering responsibility in a manufacturing or operations environment.
Strong working knowledge of Malaysian employment legislation, industrial relations practices, disciplinary processes and workplace investigations.
Demonstrated experience managing complex and sensitive employee cases and advising senior leaders in a fast-paced organisation.
Experience with organisation change, workforce planning, talent management, engagement and performance management.
Strong analytical, case-management, documentation, facilitation and stakeholder-management skills.
Professional proficiency in written and spoken English and Bahasa Malaysia.

Competencies and Personal Attributes

Business acumen: Connects people priorities and decisions to operational performance and business outcomes.
Integrity and judgement: Handles sensitive matters objectively, confidentially and with sound risk awareness.
Influencing and courage: Provides clear, balanced advice and constructively challenges leaders when required.
Employee focus: Applies fairness, empathy and consistency while maintaining appropriate organisational standards.
Execution: Prioritises effectively, follows through and delivers timely, well-documented outcomes.
Collaboration: Builds trust across levels, functions, cultures and geographies.
Change leadership: Helps leaders and employees navigate change with clarity and resilience.

HR Business Partner (Employee Relations Manager)