HEAD OF HUMAN RESOURCES

Carleton ES; Kuala Lumpur; On-site; MYR 300,000 - 540,000; Full time

Job summary

Carleton ES in Malaysia is seeking a Head of Human Resources to lead the full spectrum of HR across the organisation. You will partner with the CEO and leadership team to shape strategy, policy and programmes that drive talent, culture and performance.

The role oversees compensation, development, workforce planning, employee engagement, industrial relations and compliance, delivering data-driven HR services and a high-performing HR function.

Qualifications

• 10-15+ years of progressive HR experience with leadership roles.
• Proven track record leading a full-spectrum HR function.
• Strong knowledge of Malaysian employment practices and IR.
• Excellent leadership, communication and stakeholder management.

Responsibilities

• Lead the full spectrum of HR functions across the organisation.
• Develop and implement HR strategies, policies and programmes.
• Oversee talent management, workforce planning and engagement.
• Drive compensation, benefits, payroll and compliance.
• Lead HR budgeting, reporting and digitalisation initiatives.

Skills

Leadership

Stakeholder mgmt

Strategic thinking

HR analytics

Employee engagement

Talent development

Communication

HR operations

C&B

Organisational development

Education

Bachelor's degree in HR/Related

Tools

HRIS

Payroll software

MS Excel

Job description

The Head of Human Resources is responsible for leading and overseeing the full spectrum of Human Resources functions across the organisation. The role serves as a strategic HR partner to the leadership team, while ensuring effective execution of HR operations, talent management, organisational development, employee engagement, compensation and benefits, industrial relations, compliance and workforce planning.

The incumbent will lead the development and implementation of HR strategies, policies and initiatives that support the organisation's business objectives, strengthen organisational capability and build a high-performing and engaged workforce.

Develop and implement the overall HR strategy in alignment with the organisation's business objectives and growth plans.

Act as a strategic HR advisor to the CEO, senior management and business leaders.

Establish HR priorities, policies, frameworks and programmes across the organisation.

Provide leadership and direction to the HR team and ensure effective delivery of HR services.

Develop HR budgets, manpower plans and resource requirements.

Establish HR metrics, dashboards and reporting to monitor organisational and workforce performance.

Drive continuous improvement and digitalisation of HR processes and systems.

2. Organisation & Workforce Planning

Lead annual workforce planning and manpower budgeting.

Assess organisational structures, roles and workforce requirements to support business growth.

Advise management on organisation design, restructuring, succession and workforce optimisation.

Review job descriptions, job grading and organisational responsibilities.

Ensure the organisation has the right talent and capabilities to meet current and future business needs.

3. Talent Acquisition & Recruitment

Develop and oversee the organisation's talent acquisition strategy.

Lead recruitment of key management, specialist and critical positions.

Strengthen employer branding and employee value proposition.

Establish effective recruitment processes, selection standards and assessment methodologies.

Build talent pipelines and relationships with recruitment agencies, executive search firms, universities and other talent sources.

Monitor recruitment effectiveness, time-to-hire, cost-per-hire and quality of hire.

4. Talent Management & Succession Planning

Establish and manage talent management and succession planning frameworks.

Identify high-potential employees and critical talent.

Develop career pathways and talent development plans.

Implement succession plans for key leadership and business-critical positions.

Partner with management to ensure effective talent reviews and career development.

Develop the organisation's learning and development strategy.

Conduct training needs analysis and identify capability gaps.

Oversee leadership development, technical training, functional development and behavioural programmes.

Establish management and leadership development programmes.

Evaluate training effectiveness and return on investment.

Promote continuous learning and professional development across the organisation.

6. Performance Management

Develop and manage the organisation's performance management framework.

Review and improve performance appraisal processes, KPIs and competency frameworks.

Partner with business leaders to establish meaningful performance objectives.

Provide guidance on performance improvement and underperformance management.

Drive a performance-oriented culture with clear accountability and measurable outcomes.

Lead the development and management of compensation and benefits strategies.

Conduct salary benchmarking and market analysis to ensure competitiveness.

Review salary structures, grades, allowances, incentives and benefits.

Oversee annual salary review, bonus and incentive processes.

Develop appropriate reward strategies to attract, retain and motivate talent.

Ensure payroll and employee compensation processes are accurate, timely and compliant.

8. Employee Relations & Industrial Relations

Oversee employee relations and industrial relations matters across the organisation.

Provide guidance to management on disciplinary matters, grievances, misconduct and employee disputes.

Ensure fair, consistent and legally compliant handling of employee cases.

Manage relationships with employee representatives, unions and relevant external parties where applicable.

Lead investigations into employee complaints and workplace issues.

Minimise employee relations risks and maintain a positive workplace environment.

9. Employment Law & HR Compliance

Ensure compliance with applicable Malaysian employment legislation and regulatory requirements.

Keep management updated on changes to employment laws, regulations and HR practices.

Review and update HR policies, employee handbooks, employment contracts and procedures.

Ensure compliance relating to employment terms, working hours, leave, termination, statutory contributions and employee rights.

Work closely with legal advisors on complex employment and industrial relations matters.

10. Employee Engagement & Culture

Develop and implement initiatives to strengthen employee engagement, retention and organisational culture.

Conduct employee engagement surveys and develop action plans based on findings.

Promote a positive, inclusive and high-performance workplace culture.

Develop internal communication and employee engagement programmes.

Identify key drivers of employee satisfaction, motivation and retention.

Advise leadership on organisational culture and employee experience.

11. HR Operations & Shared Services

Oversee the full range of HR operational activities, including employee lifecycle administration, onboarding and offboarding, payroll administration, leave and attendance, employee records, HR policies and procedures, benefits administration, HR documentation and HR systems/HRIS.

Ensure HR services are delivered efficiently and consistently across the organisation.

Establish appropriate HR service standards, processes and controls.

12. HR Technology & Digitalisation

Lead the implementation and optimisation of HRIS and digital HR solutions.

Identify opportunities to automate and streamline HR processes.

Improve HR data accuracy, reporting and analytics.

Leverage HR technology to improve employee experience and operational efficiency.

Ensure appropriate management and confidentiality of employee data.

13. Employee Welfare & Wellbeing

Oversee employee welfare, wellbeing and workplace initiatives.

Develop programmes that support employee health, wellbeing and work-life balance.

Review employee benefits and welfare programmes to ensure they remain relevant and competitive.

Promote a safe, respectful and supportive working environment.

Establish strong HR governance and internal controls.

Regularly review HR policies and ensure consistent application across the organisation.

Identify and mitigate people-related risks.

Maintain appropriate HR documentation and records.

Support internal and external HR audits where required.

Ensure confidentiality and appropriate handling of sensitive employee information.

Lead, coach and develop the HR team.

Establish clear roles, responsibilities and performance expectations within HR.

Build HR capability across areas such as HR operations, talent acquisition, L&D, C&B and employee relations.

Develop a high-performing HR function that is commercially focused and business-oriented.

Serve as a role model for professional HR practices and organisational values.

Key Deliverables / Success Measures

Effective workforce planning and manpower optimisation.

Improved quality and speed of talent acquisition.

Strong talent retention and succession planning.

Effective performance management.

Competitive and sustainable compensation structures.

Improved employee engagement and organisational culture.

Effective employee and industrial relations.

Strong HR compliance and governance.

Improved HR operational efficiency and service delivery.

Successful HR digitalisation and HR analytics.

Development of a capable and high-performing HR team.

Requirements

Bachelor's Degree in Human Resources Management, Business Administration, Psychology, Industrial Relations or a related discipline.

Professional HR qualifications or certifications would be an advantage.

10-15+ years of progressive HR experience, with significant experience leading a full-spectrum HR function.

Proven experience in a senior HR leadership or Head of HR / HR Director capacity.

Strong knowledge of Malaysian employment and industrial relations practices.

Strong experience across HR operations, talent acquisition, C&B, performance management, L&D, employee relations and organisational development.

Demonstrated experience partnering with senior management and business leaders.

Strong commercial and strategic thinking with the ability to translate business requirements into people strategies.

Excellent leadership, communication, negotiation and stakeholder-management skills.

Strong analytical and problem-solving capabilities.

High level of integrity, confidentiality and professionalism.

Ideal Candidate Profile

The ideal candidate is a strategic yet hands-on HR leader who can operate effectively at both board/senior-management level and within day-to-day HR operations. The individual should be commercially minded, people-oriented and capable of building a strong HR function while driving organisational transformation, talent development and employee engagement.