HR Business Partner (Power Tools)

Bosch; Bayan Lepas; On-site; MYR 90,000 - 170,000; Full time

Job summary

Bosch Malaysia is seeking an experienced Strategic HR Partner to drive people strategies across both Direct and Indirect Labour. Reporting to the HR Director, you will collaborate with HR Experts and Shared Services to align initiatives with business goals.

You will partner with frontline employees, team leads, and senior leaders across R&D, Manufacturing, Technical, and Commercial functions to enhance engagement, capability development, succession planning, and compliant people practices.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, or related field.
• Minimum of 5-8 years of progressive HR experience, with exposure to both manufacturing (direct labour) and corporate (indirect labour) environments.
• Strong knowledge of local labor laws and HR best practices.
• Proven ability to influence and build relationships across all organizational levels.
• Excellent communication, conflict resolution, and project management skills.
• Experience in managing change and driving HR initiatives in a matrix or multi-site environment is an advantage.
• Only Malaysian citizens are eligible to apply for this position.

Responsibilities

• Act as a trusted advisor to functional leaders and department heads, supporting both strategic and day-to-day HR needs across Direct and Indirect Labour workforces.
• Understand and anticipate business requirements to proactively drive change and improve organizational effectiveness.
• Lead and implement People Development strategies including training, upskilling, talent identification, and career pathing for all employee groups.
• Drive employee engagement, retention, and well-being initiatives to foster a productive and positive workplace culture.
• Partner with leaders to implement robust succession and talent development plans for key roles across both direct operational staff and indirect functional roles.
• Provide insights and support on leadership development and workforce planning.
• Manage disciplinary, grievance, and conflict resolution matters with professionalism and legal compliance.
• Ensure full adherence to local labor laws, company policies, and ethical standards across all levels of the organization.
• Implement and manage the company’s performance management system to ensure fair and consistent evaluations across all levels.
• Review and monitor compensation and benefits structures to maintain internal equity and market competitiveness for both direct and indirect staff.
• Serve as the single point of contact for local HR core processes and initiatives at the Business Unit level.
• Support continuous improvement of HR processes, tools, and systems, ensuring a seamless employee experience.
• Lead cultural transformation initiatives that align with company values and support business growth.
• Promote collaboration across sites and with international teams to reinforce a consistent and inclusive company culture.
• Represent the company’s interest in employment-related legal proceedings and industrial disputes.
• Maintain effective communication with union representatives or employee committees (if applicable), ensuring constructive dialogue.

Skills

Stakeholder management

Communication

Conflict resolution

Project management

Change management

Education

Bachelor's Degree in HR or Business Admin

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.

Reporting to the HR Director, you will be a key member of the HR Business Partner function. Working closely with HR Experts and the HR Shared Services team, you will drive key HR initiatives that support the organization’s strategic and operational goals.

This role is responsible for delivering people strategies and solutions across both Direct and Indirect Labour workforces, ensuring alignment with business priorities. Your key stakeholders will include frontline employees, team leaders, functional managers, and senior leadership across departments such as R&D, Manufacturing, Technical, and Commercial functions.

Key Responsibilities

Strategic HR Partnering

Act as a trusted advisor to functional leaders and department heads, supporting both strategic and day-to-day HR needs across Direct and Indirect Labour workforces.

Understand and anticipate business requirements to proactively drive change and improve organizational effectiveness.

Workforce Engagement & Development

Lead and implement People Development strategies including training, upskilling, talent identification, and career pathing for all employee groups.

Drive employee engagement, retention, and well-being initiatives to foster a productive and positive workplace culture.

Talent & Succession Planning

Partner with leaders to implement robust succession and talent development plans for key roles across both direct operational staff and indirect functional roles.

Provide insights and support on leadership development and workforce planning.

Employee Relations & Compliance

Manage disciplinary, grievance, and conflict resolution matters with professionalism and legal compliance.

Ensure full adherence to local labor laws, company policies, and ethical standards across all levels of the organization.

Performance & Reward

Implement and manage the company’s performance management system to ensure fair and consistent evaluations across all levels.

Review and monitor compensation and benefits structures to maintain internal equity and market competitiveness for both direct and indirect staff.

HR Operations & Process Excellence

Serve as the single point of contact for local HR core processes and initiatives at the Business Unit level.

Support continuous improvement of HR processes, tools, and systems, ensuring a seamless employee experience.

Change Management & Culture Building

Lead cultural transformation initiatives that align with company values and support business growth.

Promote collaboration across sites and with international teams to reinforce a consistent and inclusive company culture.

Legal & Industrial Relations

Represent the company’s interest in employment-related legal proceedings and industrial disputes.

Maintain effective communication with union representatives or employee committees (if applicable), ensuring constructive dialogue.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, or related field.
• Minimum of 5-8 years of progressive HR experience, with exposure to both manufacturing (direct labour) and corporate (indirect labour) environments.
• Strong knowledge of local labor laws and HR best practices.
• Proven ability to influence and build relationships across all organizational levels.
• Excellent communication, conflict resolution, and project management skills.
• Experience in managing change and driving HR initiatives in a matrix or multi-site environment is an advantage.
• Only Malaysian citizens are eligible to apply for this position.