HR Generalist / HR Business Partner (HRBP)

KARYA GAME SDN BHD; Kuala Lumpur; On-site; MYR 120,000 - 180,000; Full time

Job summary

KARYA GAME SDN BHD is seeking an HR Generalist / HRBP to manage everyday HR operations while partnering with management to drive workforce growth and organizational effectiveness. The role blends hands-on HR administration with strategic human capital planning, including recruitment, payroll, employee relations, performance management, and talent development for a dynamic tech environment.

You will translate business goals into people strategies, analyse workforce data, design interventions, and

Qualifications

• Bachelor's degree in HRM or related field.
• Minimum 5 years HR experience including 2–3 years in HRBP/strategic HR role.
• Hands-on experience across core HR functions: recruitment, payroll, employee relations, performance management.
• Experience managing payroll with Malaysian statutory contributions (EPF, SOCSO, EIS, PCB/MTD).
• Knowledge of Employment Act 1955 and labour regulations.
• Experience handling employee relations, policy implementation, and HR compliance.
• Strong business acumen, stakeholder management, comms, problem-solving.
• Ability to work independently in fast-paced environments.
• Proficiency in Microsoft Office and HRIS tools; Mandarin and English fluency.

Responsibilities

• Manage day-to-day HR operations and partner with management on workforce objectives.
• Oversee recruitment, onboarding, payroll, employee lifecycle management, and compliance.
• Advise on workforce planning, performance reviews, and policy development.
• Drive HR analytics, reports, and process improvements.
• Act as primary HR partner for assigned departments and manage employee relations.

Skills

HRBP experience

HR operations

Payroll management

Stakeholder management

Policy implementation

English-Mandarin comms

Education

Bachelor's degree in Human Resource Management

Tools

HRIS

Payroll systems

Microsoft Office

Google Workspace

Job description

HR Generalist / HR Business Partner (HRBP)

We are looking for a versatile and business-oriented HR Generalist / HR Business Partner (HRBP) to manage day-to-day human resource operations while partnering with management to drive business objectives, workforce effectiveness, and organizational growth.

This role combines hands-on HR operations with strategic HR business partnering. The successful candidate will oversee core HR functions, including recruitment, payroll, employee relations, and compliance, while advising business leaders on workforce planning, performance management, talent development, and organizational effectiveness.

Key Responsibilities

A. HR Generalist – HR Operations & Administration

1. Talent Acquisition & Onboarding

Manage the end-to-end recruitment lifecycle, including manpower requisition, job posting, candidate sourcing, screening, interview coordination, offer negotiation, and hiring.

Coordinate onboarding and orientation to ensure a smooth integration process for new employees.

Maintain recruitment records, monitor hiring progress, and provide regular recruitment updates.

Support employer branding and continuously improve recruitment efficiency and candidate experience.

2. Payroll & Employee Lifecycle Management

Independently manage monthly payroll processing, ensuring accuracy, confidentiality, and timely salary disbursement.

Handle statutory contributions and deductions, including EPF, SOCSO, EIS, and PCB/MTD, ensuring timely and accurate submissions and payments.

Manage employee lifecycle administration, including employment contracts, confirmation, promotions, transfers, resignations, and exit procedures.

Administer attendance, leave, employee benefits, claims, HR documentation, and personnel files.

Maintain accurate employee data and HR systems, and prepare regular HR operational reports.

3. Employee Relations & HR Compliance

Handle day-to-day employee relations matters, grievances, disciplinary documentation, and workplace concerns.

Ensure HR policies and practices comply with applicable Malaysian employment legislation, statutory requirements, and internal policies.

Develop, review, and maintain HR policies, SOPs, employee handbooks, and employment documentation.

Maintain HR compliance records and support internal audits, reviews, and regulatory requirements.

Identify operational HR risks and recommend appropriate corrective actions.

B. HR Business Partner – Strategic & Organizational Support

1. Strategic Business Partnering & Workforce Planning

Partner with business leaders and department heads to understand business objectives and translate them into effective HR strategies and workforce plans.

Advise managers on organizational design, manpower planning, team structure, and organizational effectiveness.

Provide practical HR guidance on people management, leadership development, team performance, and employee-related decisions.

Support organizational changes and change management initiatives.

Build strong stakeholder relationships and act as the primary HR partner for assigned departments.

2. Performance Management & Talent Development

Partner with managers to establish performance expectations, KPIs, and performance improvement objectives aligned with business goals.

Drive probation reviews, confirmation assessments, and annual performance appraisal cycles.

Coach managers on performance feedback, employee development, and Performance Improvement Plans (PIPs).

Identify capability gaps, training needs, and development opportunities in collaboration with department heads.

Support talent management, succession planning, leadership development, and employee retention initiatives.

3. Employee Engagement & Organizational Effectiveness

Partner with management to develop initiatives that improve employee engagement, job satisfaction, and retention.

Analyze employee feedback, turnover trends, and workforce challenges to recommend appropriate interventions.

Support the development of a positive workplace culture that promotes collaboration, accountability, and high performance.

Advise managers on conflict resolution, team dynamics, employee motivation, and workplace effectiveness.

4. HR Analytics, Projects & Continuous Improvement

Analyze workforce metrics, including headcount, turnover, recruitment performance, and employee performance, to provide actionable insights to management.

Lead or support HR projects involving organizational development, HR transformation, employee experience, and process improvement.

Recommend improvements to HR processes, internal controls, and people management practices.

Align HR initiatives with business priorities and support management decision-making through data-driven recommendations.

Job Requirements

Must-Have Qualifications

Bachelor's degree in Human Resource Management, Business Administration, Psychology, or a related field.

Minimum 5 years of relevant HR experience, including at least 2–3 years in an HR Business Partner or strategic HR Generalist role.

Hands-on experience across core HR functions, including recruitment, payroll, employee relations, performance management, and HR operations.

Proven ability to independently manage monthly payroll, including Malaysian statutory contributions and deductions such as EPF, SOCSO, EIS, and PCB/MTD.

Good working knowledge of the Employment Act 1955, Malaysian labour regulations, and statutory compliance requirements.

Experience handling employee relations matters, disciplinary cases, performance reviews, and HR policy implementation.

Strong business acumen, stakeholder management, communication, problem-solving, and decision-making skills.

Ability to work independently, manage multiple priorities, and operate effectively in a fast-paced environment.

High standards of integrity, professionalism, confidentiality, and attention to detail.

Proficiency in Microsoft Office and Google Workspace, with experience using HRIS and payroll systems.

Ability to communicate in Mandarin and English to work effectively with Chinese-speaking stakeholders and the wider organization.

Preferred Qualifications

Experience in technology, startups or other fast-paced business environments.

Experience developing HR policies, SOPs, and internal processes.

Familiarity with Lark or other digital collaboration and HR management platforms.

Experience in workforce planning, organizational development, talent management, and HR transformation.

A proactive, hands-on, and solution-oriented mindset, with the ability to balance HR operational execution and strategic business partnering.