Vice President Human Resources

Job Purpose

To manage and oversee key HR operational functions, with a primary focus on Employee & Industrial Relations, HRMS, Performance Management and internal HR communications. The role provides practical HR advisory and support to management, HODs and employees, and ensures the effective implementation of HR policies, processes and initiatives under the direction of the Director, Human Resources & Administration.

Key Responsibilities

1. Employee & Industrial Relations

• Manage day-to-day employee and industrial relations matters, including employee grievances, disciplinary matters, workplace concerns and case management.
• Provide timely HR advice and support to management and HODs on employee-related matters, in consultation with the Director, HRA where appropriate.
• Ensure employee and IR cases are handled consistently, appropriately and in accordance with Company policies and applicable employment requirements.
• Maintain proper documentation and records of employee relations cases and ensure timely follow-up and resolution.
• Escalate complex or high-risk employee and industrial relations matters to the Director, HRA for guidance and appropriate action.

2. HRMS & HR Administration

• Oversee the day-to-day administration and effective utilisation of the HRMS.
• Ensure employee records and HR data are accurate, complete and maintained in a timely manner.
• Monitor HRMS processes and identify opportunities to improve system utilisation, data integrity and process efficiency.
• Coordinate with relevant stakeholders and system providers on HRMS issues, enhancements and improvements, where required.
• Provide HRMS-related reports and data to support management and HR decision-making.

3. Performance Management

• Coordinate the Company's annual performance management cycle, including KPI setting, mid-year review and year-end appraisal.
• Provide guidance to HODs, managers and employees on performance management processes, timelines and requirements.
• Monitor completion of performance management activities and follow up with relevant stakeholders to ensure adherence to the approved timeline.
• Support the Director, HRA in addressing performance-related matters and implementing improvements to the performance management process.

4. Internal HR Communications

• Coordinate HR-related communications to employees to ensure information is delivered accurately, clearly and within the required timelines.
• Support the development and dissemination of communications relating to HR policies, processes, employee programmes and initiatives.
• Work closely with relevant HR team members and stakeholders to ensure consistency of HR messages and effective employee understanding.

5. HR Advisory & Service Delivery

• Provide timely and practical HR advisory support to management, HODs and employees on day-to-day people matters.
• Act as a key point of contact for employee enquiries and HR operational matters.
• Ensure HR services are delivered consistently and in accordance with established policies, procedures and service standards.
• Escalate matters requiring strategic direction, policy interpretation or management intervention to the Director, HRA.

6. HR Policies, Processes & Continuous Improvement

• Support the Director, HRA in the review, development and implementation of HR policies, procedures and processes.
• Identify opportunities to streamline HR processes, improve service delivery and enhance operational efficiency.
• Support the implementation of HR initiatives and process improvements in line with the Company's people strategy and business requirements.
• Provide feedback and recommendations to the Director, HRA on operational HR matters and areas requiring improvement.

7. HR Projects & Initiatives

• Support the implementation of HR projects, programmes and initiatives as directed by the Director, HRA.
• Work collaboratively with the wider HR team and internal stakeholders to ensure effective execution of HR initiatives.
• Undertake other HR-related duties and assignments as may be reasonably required from time to time.

Requirements

• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Psychology or related discipline.
• Minimum 8–10 years of relevant HR experience, with strong experience in Employee & Industrial Relations and Performance Management.
• Proven experience in handling employee grievances, disciplinary matters, performance issues and HR case management.
• Good knowledge of Malaysian employment and industrial relations legislation and HR practices.
• Experience in HRMS administration, HR data management and reporting.
• Strong experience in coordinating organisation-wide performance management processes.
• Good knowledge of HR policies, procedures and process improvement.
• Strong HR advisory, stakeholder management, communication and problem-solving skills.
• High level of integrity, confidentiality, sound judgement and professionalism.
• Ability to work independently, manage multiple priorities and provide practical HR solutions to management and employees.