The Plant HR Manager is responsible for partnering closely with the business leadership team at the S Site & WBG Site to ensure all people‑related matters are effectively managed and aligned with business objectives.
This role plays a critical part in supporting operational excellence, workforce stability, and business growth through proactive HR partnership, talent acquisition, employee relations, engagement initiatives, and site‑specific HR strategies.
The role leads a dedicated HR team and serves as the key HR representative for the site.
Responsibilities:
1. HR Business Partnering
- Act as a strategic HR partner to Plant Management and functional leaders at S & WBG Site.
- Provide practical and timely HR advice on people, organisational, and workforce matters to support operational and business goals.
- Translate business strategies into people plans that support productivity, engagement, and sustainable growth.
- Support change management initiatives and organisational development efforts at site level.
2. Talent Acquisition & Workforce Planning
- Oversee and actively support recruitment activities for the site, including manpower planning aligned with business needs.
- Partner with hiring managers to ensure effective sourcing, selection, and onboarding of talent.
- Monitor staffing levels, attrition, and workforce trends to ensure operational continuity.
3. Employee Relations (ER) & Compliance
- Manage employee relations matters including disciplinary cases, grievances, misconduct, and performance issues.
- Ensure fair, consistent, and compliant handling of ER cases in accordance with company policies and Malaysian labour laws.
- Engage with employees, supervisors, and union representatives (where applicable) to foster positive industrial relations.
- Support investigations and provide guidance on corrective actions.
- Ensure fair, consistent, and compliant handling of ER cases in accordance with company policies and Malaysian labour laws.
- Engage with employees, supervisors, and union representatives (where applicable) to foster positive industrial relations.
- Support investigations and provide guidance on corrective actions.
4. Employee Engagement & Culture
- Drive employee engagement initiatives to enhance morale, retention, and productivity.
- Partner with site leaders to promote a positive, inclusive, and performance‑driven work culture.
- Analyse engagement data, identify gaps, and implement targeted improvement actions at site level.
5. HR Operations & Team Leadership
- Lead, coach, and develop the site HR team to deliver effective HR services and support.
- Ensure consistent application of HR policies, procedures, and best practices at the M Site.
- Support the implementation of Group and Company HR initiatives at site level.
- Continuously review and improve HR processes to enhance efficiency and effectiveness.
6. Other HR Initiatives
- Support any additional HR initiatives deemed necessary to meet the specific needs of the M Site.
- Participate in cross‑site or group HR projects as required.
- Act as the HR escalation point for site‑specific people matters.
- Support the implementation, maintenance, and continuous improvement of Office 5S
- Continuous improvement projects / Kaizen
- Badge management and FR system, PR system
- HR policies and RBA compliance
- Maintain communication and collaboration with Union
Requirements:
- Degree in Human Resources, Business Administration, or a related discipline.
- 7–10 years of HR experience, preferably within a manufacturing or plant environment.
- Proven experience in HR business partnering, recruitment, and employee relations.
- Strong knowledge of Malaysian employment and labour laws.
- Experience managing and leading an HR team.
- Ability to work closely with operational leaders in a fast‑paced environment.
- Strong interpersonal, communication, and problem‑solving skills.
- High level of integrity, professionalism, and discretion.
TOP 5 GENERIC SKILLS & COMPETENCIES
1) Strategic thinking with strong business acumen
2) Stakeholder management and influencing skills
3) Strong execution and follow‑through
4) People leadership and team development
5) Sound judgment in employee relations matters
