Assistant Manager, Human Resource Head Office

SD Guthrie Berhad; Petaling Jaya; On-site; MYR 120,000 - 180,000; Full time

Job summary

SD Guthrie Berhad in Malaysia is seeking an experienced HR Business Partner to align people strategy with business goals across multiple units. You will collaborate with senior leaders and line managers to shape manpower, workforce planning, and talent initiatives.

You will provide HR advisory on lifecycle matters, support performance and development programs, drive central HR initiatives, and ensure compliant, efficient HR operations.

Qualifications

• Bachelor’s degree in HRM or related discipline.
• CIPD, SHRM, MIHRM certification an advantage.
• 8–10 years HR experience with HRBP exposure.
• Proven ability to partner with senior leadership (L1).

Responsibilities

• Partner with business leaders to translate manpower needs into HR plans.
• Provide HR advisory across employee lifecycle and governance.
• Drive HR initiatives across business units with COE.
• Lead performance management and talent development programs.
• Oversee employee movement, relocation, and separations.
• Support employee relations and HR operations.
• Contribute to HR transformation and analytics reporting.

Skills

HR strategy

Stakeholder mgmt

People analytics

Employee relations

Education

Bachelor's Degree in Human Resource Management or related discipline

Job description

Job Description

HR Business Partnering

• Partner with business leaders and line managers to understand manpower requirements, workforce challenges and people-related business needs.
• Provide HR advisory and operational support on employee lifecycle matters, including confirmation, transfer, promotion, redesignation, secondment and resignation.
• Act as the first point of contact for employees and managers on HR policies, guidelines, processes and HR-related enquiries.
• Drive implementation of corporate HR initiatives and programmes across assigned business units as assigned by Group COE.
• Monitor workforce trends, manpower requirements and organisation changes to support business planning.
• Support employee engagement activities, talent discussions and people initiatives to improve employee experience and retention.
• Work closely with HR Centres of Excellence (COE) to ensure effective delivery of HR services and solutions.

Talent Acquisition

• Partner with hiring managers to understand recruitment requirements and staffing plans.
• Manage end-to-end recruitment activities, including requisition creation, sourcing, screening, assessment, interview coordination, offer management and onboarding.
• Background verification and reference checks where required.
• Build and maintain talent pipelines for critical positions and future hiring requirements.
• Track recruitment metrics and provide regular hiring updates to hiring managers and HR management.

Performance Management

• Assist in managing the annual performance review process, including goal setting, mid-year reviews, and year-end evaluations.
• Guide employees and managers on performance management procedures and system-related matters.
• Support performance calibration sessions to ensure fair and consistent assessment of employees.
• Prepare performance records and support management in employee recognition, rewards, and performance improvement decisions.

Talent Management & Organisation Development

• Support talent review discussions, succession planning and talent development initiatives.
• Assist learning and development programmes based on business and workforce needs.
• Monitor implementation of development plans for key talents and successors.

Employee Movement

• Manage and oversee employee movement activities, including transfers, promotions, redesignations, secondments, confirmations, and separations, ensuring alignment with workforce plans, organizational needs, and company policies.
• Partner with business leaders to assess, recommend, and implement employee movement decisions that support talent development, succession planning, and business continuity.
• Prepare and secure management approvals for employee movement proposals, ensuring timely execution, accurate documentation, and maintenance of HR records.
• Monitor employee movement trends and provide workforce insights and recommendations while ensuring compliance with governance requirements, company policies, and employment regulations.

Employee Relations & HR Operations in consulted with Group IR

• Provide advisory support on employee relations matters and elevate complex issues where necessary.
• Ensure compliance with company policies, procedures and applicable employment legislation.
• Support investigations, disciplinary matters and employee grievances in collaboration with relevant HR stakeholders.
• Facilitate effective communication of HR policies and initiatives to employees and management.

HR Projects & Initiatives

• Participate in HR transformation projects, process improvement initiatives and digitalisation efforts.
• Support yearly HR exercises, including Increment, Bonus, Promotion and Organisation Health Index (OHI) initiatives.
• Prepare HR reports, workforce analytics and management presentations as required.
• Drive continuous improvement in HR processes and employee services.

Rollout of Centralized HR Initiatives

• Drive the implementation and adoption of centralized HR initiatives, ensuring alignment with business and organisational objectives.
• Facilitate talent review and succession planning activities, providing insights and recommendations through Talent Council discussions to strengthen the leadership pipeline.
• Act as a trusted HR advisor by providing guidance on HR policies, ensuring consistent application, regulatory compliance, and effective people management practices.

Requirements

• Bachelor's Degree in Human Resource Management, Business Administration or related discipline.
• Professional HR certifications such as CIPD, SHRM, MIHRM or equivalent will be an added advantage.
• Minimum 8-10 years of progressive Human Resources experience, with substantial exposure to HR Business Partnering, strategic workforce planning, and employee relations.
• Proven experience in partnering with and influencing Senior Leadership (L1 stakeholders), with at least 3-5 years of stakehold