Chief Human Capital Officer (CHCO)

FGV Holdings Berhad; Kuala Lumpur; On-site; MYR 100,000 - 150,000; Full time

Job summary

A leading global agribusiness is seeking a Chief Human Capital Officer in Kuala Lumpur to guide Human Capital strategy and support overall business plans. Key responsibilities include strategic leadership, organizational development, employee engagement, compliance with labor laws, and talent management. The ideal candidate should hold a relevant degree and have proven experience in a senior HR role, with skills in fostering a high-performance culture and managing human-capital risks.

Qualifications

• Proven experience in leading Human Capital strategies at a senior level.
• Strong understanding of labor laws and risk management.
• Experience in fostering high-performance cultures and employee engagement.

Responsibilities

• Develop and execute human-resource strategies aligned with business plans.
• Oversee talent acquisition and retention strategies.
• Ensure compliance with labor laws and manage employee relations.

Skills

Strategic leadership

Organizational development

Employee engagement

Risk management

Compliance

Performance management

Learning and development

Talent acquisition

Employer branding

Diversity and inclusion

Education

Bachelor's or Master's degree in Human Resources or related field

Job description

FGV Holdings Berhad is Malaysia’s leading global agri‑business and the world’s largest producer of crude palm oil (CPO). FGV operates in more than 10 countries across Asia, the Middle East, North America and Europe, with a focus on plantation, logistics & support (LSB) and sugar sectors. As a global leader, FGV is the world’s third largest oil‑palm plantation operator, the owner of the world’s largest bulking and storage facilities for vegetable oil, and Malaysia’s top refined sugar producer.

We are seeking a qualified Chief Human Capital Officer (CHCO) to lead our Human Capital strategy and support FGV’s overall business plans.

Purpose of the Role

• Strategic Leadership – develop and execute human‑resource strategies that support the business plan and strategic direction, covering succession planning, talent management, change management, culture, performance & rewards, learning, industrial relations, engagement and facilities.
• Organizational Development – oversee initiatives to review and restructure the organization, implement new policies and practices, and drive innovation on human‑capital policies.
• Employee Engagement – foster a high‑performance culture, promote retention and implement diversity, equity and inclusion programmes.
• Risk Management & Compliance – ensure compliance with local and international labour laws, mitigate human‑capital risks and manage employee relations, investigations and conflict resolution.

Human Capital Strategy

• Develop short‑, mid‑ and long‑term Human Capital strategies aligned with FGV’s strategic business plan.
• Provide direction to the HC organization to implement approved strategies and set clear KPIs.
• Monitor implementation progress and report to the Management, Nomination & Remuneration Committee and the Board.

Recruitment, Succession Planning & Talent Mobility

• Design and implement talent acquisition and retention strategies to attract top‑tier talent.
• Develop leadership assessment frameworks and competencies for selected leaders.
• Lead employer‑branding initiatives and collaborate with universities, professional bodies and government agencies.
• Deliver talks and lectures at professional events to promote awareness of FGV and best practices.

• Advise Management on identification, assessment, placement and development of high‑potential employees.
• Implement a talent mobility framework to place the right talent in roles aligned with organisational needs and employee growth.

Performance and Consequences Management

• Define and oversee performance and consequences management processes.
• Ensure consistency and internal equity in performance assessment.
• Supervise performance improvement plans and guide outplacement initiatives such as the Mutual Separation Scheme (MSS).

Employee Learning & Development

• Build a learning culture and promote continuous up‑skilling, reskilling and knowledge acquisition.
• Establish an employee learning and development framework that leverages modern learning technologies.
• Develop career pathways supported by a competency framework.
• Partner with universities, business schools, professional bodies and training providers to create in‑house and public programmes.

Rewards Management

• Develop competitive compensation and rewards programmes with market benchmarks to ensure fair and equitable remuneration.

Culture & Employee Well‑being

• Implement transformative strategies that foster high performance and engagement through effective change management.
• Develop well‑being initiatives for mental and physical health.
• Pioneer diversity, equity and inclusion (DEI) initiatives and chair the Gender Equality and Women Empowerment Committee.

• Build an innovation ecosystem enabling employees to share ideas and have them reviewed and implemented by Management.

HC Analytics

• Deliver revised HC analytics dashboards that provide timely talent insights for effective decision‑making.

Facility Management

• Oversee leadership of the Facility Management Unit to ensure all corporate headquarters facilities are efficient and meet safety, health and security standards.

Key Shared Accountabilities

• Jointly accountable with FMG members and senior management for FGV’s overall strategy execution.
• Collaborate with other Human Capital Leaders across divisions to implement agreed HC initiatives.
• Share accountability for FGV’s financial success.