Human Resources Manager

What You Will Do

1. Workforce Planning & Organisation Design

• Develop Group workforce and talent strategies aligned with business objectives and financial plans.
• Design organisational structures, job architecture, grading and reporting frameworks.
• Lead headcount planning, position control and staff-cost budgeting in collaboration with Group Finance.
• Conduct salary benchmarking and market analysis for critical and specialised roles.

2. Talent Management & Succession Planning

• Develop Group competency frameworks covering leadership, functional and technical capabilities.
• Establish career-progression pathways, promotion criteria and technical career tracks.
• Drive succession planning and talent reviews for critical and leadership positions.

3. Talent Acquisition Strategy

• Define Group recruitment strategies, employer branding and employee value proposition.
• Establish hiring standards, selection frameworks and interview assessment tools.
• Partner with senior management on recruitment strategies for critical and leadership positions.
• Monitor recruitment effectiveness, including time-to-hire and quality-of-hire.

4. Performance Management & Total Rewards

• Implement Group performance-management frameworks, including KPI/OKR alignment, appraisals and calibration.
• Develop compensation structures, salary bands, incentive schemes and bonus frameworks.
• Prepare annual increment and bonus proposals, including cost modelling, in consultation with relevant stakeholders.

5. Learning & Development

• Develop the Group learning and development strategy and annual training plan.
• Identify capability gaps and align training initiatives with business and competency requirements.
• Explore HRD Corp levy utilisation and other training-funding opportunities.

6. Employee & Industrial Relations

• Manage employee relations matters, including disciplinary processes and involuntary terminations, in accordance with applicable Malaysian employment legislation.
• Oversee confidentiality and NDA execution processes.
• Manage the end-to-end employment and renewal process for expatriates, including employment pass applications.

7. HR Governance, Shared Services & People Analytics

• Drive the implementation of Group HR policies, employee handbooks and governance standards.
• Collaborate with WIG Group HR on shared-services delivery, operational compliance and continuous improvement.
• Monitor HR service delivery, data accuracy and compliance.
• Prepare monthly people analytics reports covering headcount, attrition, staff costs, recruitment progress and employee engagement.

What You Should Have

• Bachelor's degree in Human Resource Management, Business Administration, Psychology or a related field.
• Minimum 6–8 years of HR experience, including at least 3 years in strategic HR, HR business partnering, organisational design, talent management or total rewards.
• Experience in technology, IT services, consulting or telecommunications is preferred.
• Exposure to multi-entity organisations or HR shared-services models is an advantage.
• Proven experience designing or implementing HR frameworks, such as competency, performance management, compensation or career progression.
• Professional HR certifications such as MIHRM, CIPD or SHRM are an advantage.

Skills & Competencies

• Good working knowledge of Malaysian employment legislation and statutory requirements.
• Strong analytical, financial modelling and workforce-planning skills, with proficiency in Excel and HR analytics.
• Ability to translate business strategy into practical workforce and people initiatives.
• Strong stakeholder-management and influencing skills, with the ability to engage senior management.
• Excellent written and verbal communication skills in English and Bahasa Malaysia.
• High integrity, sound judgement and discretion in handling confidential information.