Assistant Group Human Resources Manager

Malaysia Trade & Transport Co Sdn Bhd; Penang; On-site; MYR 100,000 - 120,000; Full time

Job summary

A major logistics firm in Penang is seeking an experienced Assistant Group Human Resources Manager to support HR strategies across the organization. Responsibilities include leading talent acquisition, employee engagement, and compliance initiatives. The ideal candidate has over 12 years of HR leadership experience and a strong background in strategic planning. This role is pivotal in fostering a high-performance culture and ensuring effective HR governance.

Qualifications

• 12-15 years of progressive HR leadership experience, ideally within diversified organizations.
• Proven track record in leading HR transformation, culture change, and talent management.
• Strong understanding of labor legislation and governance frameworks.

Responsibilities

• Develop and execute Group-wide human resource strategies.
• Oversee recruitment and selection processes to attract top talent.
• Champion a strong organizational culture and engagement initiatives.

Skills

Talent management

Leadership development

Employee engagement

HR compliance

Strategic thinking

Communication skills

Education

Bachelor’s degree in Human Resources, Business Administration, Psychology

Master’s degree (MBA) or professional certification (CIPD, SHRM)

Job description

The Assistant Group Human Resources Manager supports the strategic direction, development, and execution of human resource initiatives across the Group of Companies. This position plays a key role in cultivating a high-performing workforce, enhancing organizational effectiveness, and formulating a people strategy that underpins the Group’s long-term objectives.

The incumbent will oversee key areas including talent acquisition, leadership development, employee engagement, and governance. In addition, this role ensures the implementation of effective internal controls, consistent policies, and compliance across all entities within the Group.

Key Responsibilities

• 1. Strategic HR Leadership & Planning – develop and execute Group-wide human resource strategies aligned with the Group’s vision, mission, and business growth objectives; lead workforce and succession planning; drive organizational design initiatives; provide strategic counsel to the senior leadership on people-related trends, risks, and opportunities; lead, mentor, and develop the Group’s HR teams to ensure excellence in service delivery and project execution; collaborate with Finance, Legal, Operations, and Business Development functions to align HR strategy with overall corporate goals; serve as a trusted advisor to senior management, ensuring cohesion between business outcomes and human capital strategies; provide line management oversight for all HR Managers and Assistant HR Managers across the Group; intervene on complex disciplinary or employee relations matters requiring Group-level resolution.
• 2. Talent Management & Development – oversee recruitment and selection processes to attract, retain, and develop top-performing talent across diverse industries; design and implement leadership development, performance management, and career progression frameworks; drive learning and development programs that strengthen core capabilities and future skills across all business units; lead the design and review of competitive compensation and benefits frameworks; ensure equity, transparency, and alignment of rewards and incentive schemes with business objectives; benchmark remuneration practices against industry standards.
• 3. Culture, Engagement & Employer Branding – champion a strong organizational culture grounded in the Group’s values, collaboration, and inclusivity; develop and implement Group-wide engagement initiatives that enhance employee satisfaction, productivity, and retention; strengthen the Group’s employer brand and positioning as an employer of choice; oversee the formulation, implementation, and maintenance of all internal controls and policies (including HR) across the Group; ensure strict adherence to applicable laws, regulations, and corporate governance standards; promote fair, transparent, and consistent employee relations practices across all business units.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. A Master’s degree (MBA) or professional certification (CIPD, SHRM) is preferred.
• 12–15 years of progressive HR leadership experience, ideally within diversified or multi-industry organizations.
• Proven track record in leading HR transformation, culture change, and talent management at Group or corporate level.
• Strong understanding of labor legislation, HR compliance, and governance frameworks; demonstrated experience in organizational design, compensation structuring, and leadership development.
• Strategic thinker with robust business and human capital acumen.
• Exceptional leadership, communication, and stakeholder engagement skills.
• Strong capability to lead organizational change in complex, multi-entity environments.
• High emotional intelligence and interpersonal effectiveness.
• Results-driven, with the ability to balance strategic initiatives and operational demands.

Performance Indicators

• Effectiveness and success rate in talent acquisition and retention of critical roles.
• Measurable improvement in employee engagement, satisfaction, and productivity.
• Quality and impact of leadership development and succession planning programs.
• Adherence to HR governance, policies, and regulatory requirements.
• Tangible contribution of HR initiatives to Group growth, efficiency, and competitiveness.