HR Business Partner – People, Performance & Development

OE Group Sdn Bhd; Negeri Sembilan; On-site; MYR 90,000 - 150,000; Full time

Job summary

OE Group Sdn Bhd in Malaysia is seeking a hands-on HR Business Partner to collaborate with management across recruitment, onboarding, performance management, KPI oversight, learning and development, and employee relations.

You will partner with department heads to identify people gaps, implement practical HR solutions, and drive engagement and development programs that align with business needs while maintaining policy compliance.

Qualifications

• Diploma or bachelor's degree in HR or related field.
• 3–5 years of relevant HR experience across multiple HR areas.
• Experience in recruitment, onboarding, engagement, performance, and training.
• Experience working directly with managers and employees.

Responsibilities

• Serve as HR business partner for assigned departments and collaborate with managers on people matters.
• Drive recruitment, onboarding, KPI management, and employee relations programs.
• Coordinate learning and development initiatives and performance reviews.
• Provide practical HR advice and ensure timely follow-up on HR actions.
• Monitor HR data and analytics to identify trends and guide actions.
• Support talent development, succession planning, and policy implementation.

Skills

HRBP

KPI management

Recruitment

Onboarding

Employee relations

Learning & development

Performance management

Analytical thinking

Communication

Education

Diploma or Bachelor's Degree in HR

Tools

Google Workspace

Microsoft Office

Job description

Jora Malaysia will close on 9th September 2026. Thank you for being with us, we are cheering you on as you continue your career journey.

HR Business Partner – People, Performance & Development

To partner with management and employees across the full employee lifecycle, covering recruitment, onboarding, employee engagement, performance management, KPI management, learning and development, and employee relations.

The position is expected to be a hands-on HR business partner who works closely with department heads and employees, identifies people and performance gaps, provides practical HR solutions, and ensures agreed actions are followed through.

Key Responsibilities
1. Recruitment & Talent Acquisition

• Work closely with department heads to understand manpower requirements and hiring needs.

• Support workforce planning and ensure recruitment needs are aligned with business and departmental requirements.

• Manage and coordinate the end-to-end recruitment process, including job posting, candidate sourcing, screening, interview coordination, selection, and offer preparation.

• Participate in interviews and provide HR assessment and recommendations to hiring managers.

• Assess candidates based on job requirements, competencies, cultural fit, and potential.

• Maintain an effective candidate pipeline for current and future manpower needs.

• Monitor recruitment progress and hiring turnaround time.

• Coordinate pre-employment documentation and ensure proper handover to onboarding.

• Continuously review and improve recruitment practices and candidate experience.

2. Onboarding & Employee Integration

• Manage and coordinate the employee onboarding process from pre-joining to completion of onboarding.

• Ensure new employees receive the necessary information, documentation, systems access, training, and resources to perform their roles effectively.

• Coordinate onboarding programmes, orientation, induction, and introduction to Company policies and culture.

• Work with department heads to ensure new employees have clear job responsibilities and performance expectations.

• Ensure new employees understand their KPIs and expected standards during the onboarding period.

• Conduct or coordinate onboarding check-ins to identify adjustment issues, concerns, or support required.

• Monitor new employee integration and probation progress.

• Gather feedback from new employees and managers and recommend improvements to the onboarding experience.

3. Performance Management & KPI

• Drive the implementation of the Company's performance management framework.

• Ensure employees have clear, measurable, and relevant KPIs aligned with departmental and organisational objectives.

• Work with managers to establish appropriate KPIs and performance expectations.

• Monitor employee KPI performance and ensure timely updates throughout the performance cycle.

• Analyse performance results to identify performance gaps, trends, high performers, and recurring issues.

• Follow up with managers and employees on performance concerns and ensure appropriate actions are taken.

• Coordinate monthly, periodic, and semi-annual performance reviews.

• Support managers in conducting objective and evidence-based performance evaluations.

• Monitor performance improvement plans and other performance monitoring arrangements.

• Track improvement actions and ensure proper follow-through.

• Escalate persistent performance concerns to the CHRO and relevant management.

• Provide management with actionable performance insights and recommendations.

4. HR Business Partnering

• Act as the HR business partner for assigned departments and work closely with department heads and managers on people matters.

• Understand the manpower, performance, employee relations, engagement, and development needs of each department.

• Provide practical HR advice to managers on employee performance, attendance, conduct, workplace issues, and HR policies.

• Partner with managers to resolve employee and people-related issues effectively and promptly.

• Identify recurring people issues and recommend appropriate solutions.

• Support managers in implementing HR policies, procedures, and people initiatives.

• Maintain regular communication with employees and managers to understand workplace concerns and employee needs.

• Escalate significant employee relations, compliance, or organisational risks to the CHRO.

5. Employee Engagement & Culture

• Plan, coordinate, and execute employee engagement initiatives aligned with the Company's culture and business objectives.

• Regularly gather employee feedback through engagement activities, discussions, surveys, and other appropriate channels.

• Identify employee morale, engagement, communication, and workplace concerns.

• Work with managers and relevant stakeholders to address identified issues.

• Monitor the effectiveness of engagement initiatives and recommend improvements.

• Support internal communication and initiatives that strengthen employee connection, teamwork, and Company culture.

• Promote a workplace culture based on accountability, performance, collaboration, and continuous improvement.

6. Learning & Development / Training

• Identify training and development needs through KPI results, performance reviews, manager feedback, employee discussions, and organisational requirements.

• Coordinate the Company's training and development programmes.

• Work with department heads to identify employees requiring specific technical, behavioural, leadership, or performance-related development.

• Develop and maintain appropriate training plans and schedules.

• Coordinate internal and external trainers where required.

• Monitor training attendance, completion, and effectiveness.

• Evaluate whether training has resulted in improved employee capability and performance.

• Maintain accurate training records and employee development history.

• Support career development, talent development, and succession initiatives where applicable.

7. Employee Relations

• Handle day-to-day employee relations matters professionally and objectively.

• Support managers in addressing attendance, conduct, performance, behavioural, and workplace issues.

• Conduct appropriate fact-finding and maintain proper documentation when required.

• Support the CHRO in disciplinary and employee relations cases.

• Ensure employee matters are handled consistently, confidentially, and in accordance with Company policies and applicable employment requirements.

• Monitor recurring employee relations issues and recommend preventive actions.

8. HR Data, Reporting & People Analytics

• Maintain accurate employee data relating to recruitment, onboarding, performance, engagement, training, and other HR activities.

• Prepare regular HR and people reports for management.

• Monitor key people indicators such as recruitment status, turnover, probation, KPI achievement, performance issues, training, attendance, and engagement.

• Analyse HR data to identify trends, risks, and opportunities.

• Translate HR data into practical recommendations for management.

• Maintain accurate and confidential employee records and documentation.

9. Talent & Employee Development

• Identify high-potential employees and employees requiring additional development or performance support.

• Work with managers to identify appropriate coaching, training, career development, or other interventions.

• Support talent review and succession planning initiatives.

• Monitor employee development progress and effectiveness.

• Assist management in making informed decisions relating to employee development, recognition, promotion, and retention.

10. HR Projects & Continuous Improvement

• Support the development and implementation of HR policies, systems, processes, and initiatives.

• Lead or participate in HR projects relating to people, performance, culture, engagement, and organisational development.

• Identify opportunities to improve HR processes, employee experience, and operational effectiveness.

• Support HR digitalisation and automation initiatives.

• Perform other HR and people-related responsibilities assigned by the CHRO or Management.

Key Deliverables / Success Measures

The role will be measured based on:

Recruitment

• Timely fulfilment of approved manpower requirements.

• Quality and suitability of hires.

• Recruitment turnaround time.

• Candidate and hiring manager experience.

Onboarding

• Timely and complete onboarding of new employees.

• New employee understanding of role, KPI, policies, and Company expectations.

• Successful integration and probation outcomes.

Performance

• Timely and effective implementation of KPI and performance management processes.

• Quality and accuracy of KPI and performance records.

• Timely identification and follow-up of performance gaps.

• Effective monitoring of performance improvement actions.

• Improvement in employee performance and accountability.

Employee Engagement

• Effective implementation of engagement initiatives.

• Quality of employee feedback and engagement insights.

• Timely identification and follow-up of employee concerns.

• Improvement in employee engagement and workplace experience.

Training & Development

• Training needs properly identified and addressed.

• Timely execution of training plans.

• Training participation and completion.

• Evidence of improved employee capability and performance.

HR Business Partnering

• Effective support to department heads and managers.

• Timely resolution of people-related issues.

• Quality of HR advice and recommendations.

• Effective follow-through on agreed HR actions.

Key Stakeholders

Internal:

• CHRO

• Department Heads

• Managers / Supervisors

• Employees

• Management

External:

• Recruitment partners

• Training providers

• HR consultants and service providers

• Other relevant external stakeholders

Requirements
Education

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

Experience

• 3–5 years of relevant HR experience covering multiple areas of HR.

• Experience in recruitment, onboarding, employee engagement, performance management, and training.

• Experience working directly with managers and employees is preferred.

• Experience in HR business partnering or a generalist HR environment will be an advantage.

Skills & Competencies

• Strong understanding of HR practices and employee lifecycle management.

• Strong knowledge of KPI and performance management.

• Good recruitment and talent assessment skills.

• Strong employee relations and HR business partnering capability.

• Good understanding of learning and development.

• Strong analytical and problem-solving skills.

• Strong communication, interpersonal, and influencing skills.

• Strong follow-up and execution capability.

• Able to work independently while collaborating effectively with management.

• Able to handle sensitive and confidential employee matters professionally.

• Proficient in Google Workspace / Microsoft Office and HR reporting tools.

Key Behavioural Competencies

• Business Partnership

• Performance & Accountability

• Employee Engagement

• Talent & People Development

• Problem Solving

• Communication & Influencing

• Execution & Follow-Through

• Analytical Thinking

• Confidentiality & Professionalism

• Continuous Improvement

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