HR Manager

SYNERLITZ; Yong Peng; On-site; MYR 120,000 - 160,000; Full time

Job summary

A leading construction firm in Malaysia is looking for an experienced HR Manager to oversee all HR operations, including recruitment, performance management, and employee relations. The ideal candidate will hold a Bachelor's degree in Human Resources with at least 8 years of HR leadership experience, focusing on Malaysian legislation and compliance. Strong skills in communication, stakeholder management, and data-driven improvement are essential for contributing to a high-performance culture. This role emphasizes strategic planning, training development, and industrial relations.

Qualifications

• Minimum 8 years of relevant HR leadership experience, preferably in construction or EPCC.
• Hands-on experience with HRIS and reporting.
• Deep expertise in Malaysian employment law and statutory compliance.

Responsibilities

• Oversee full HR operations including recruitment, payroll, and compliance.
• Design and implement a performance appraisal framework.
• Develop annual training needs analysis and training calendar.

Skills

Malaysian HR policies knowledge

Communication skills

Stakeholder management

Data-driven improvement

Emotional intelligence

Education

Bachelor’s degree in Human Resources or Psychology

Tools

HR2000 or equivalent ERP HR module

Job description

The HR Manager oversees the full spectrum of HR operations, ensuring seamless delivery of all people-related functions from recruitment, payroll, and performance management to compliance, employee relations, and workforce development. This role leads and develops the HR team, supports both HQ and project sites nationwide, and ensures all HR processes are efficient, compliant, and aligned with the company’s strategic objectives. The HR Manager is responsible for building a high-performance culture, maintaining zero-defect HR administration, and implementing practical, data-driven HR solutions that support business growth.

MAIN DUTIES AND RESPONSIBILITIES:

1. Recruitment & Talent Acquisition

Develop and execute annual manpower plans based on project Gantt Charts, site mobilization, turnover forecasts and market salary benchmarking.

Partner with Project Managers/Project Directors and Head of Departments to define/identify technical, site, and office hiring needs.

Orchestrate end-to-end recruitment: job posting, screening/shortlisting, structured behavioural interviewing, psychometric assessments, selection, competitive offer calibration/negotiation, and onboarding.

Establish and maintain a talent pool database

2. Performance Management & KPI System

Design and deploy a 360° structured Performance Appraisal & KPI framework for all departments.

Ensure KPIs are aligned with company objectives and project deliverables (timeline, cost, safety, quality and sustainability).

Conduct quarterly performance reviews together with HODs

Identify underperforming employees and coordinate with respective managers on Performance Improvement Plans (PIP).

Maintain fairness and transparency in appraisal processes through evidence-based rating.

3. Training, Development & Competency Framework

Develop annual Training Needs Analysis (TNA) and training calendar based on competency gaps and CIDB requirements and ESG modules.

Coordinate internal and external training sessions (technical, HSE, soft skills, management, sustainability and ESG).

Ensure compliance with HRD Corp (HRDF) requirements for claimable programs.

Track training attendance, post-training evaluations, and competency progression.

4. Compensation, Benefits & Payroll Coordination

Collaborate with the Finance Team to ensure accurate and timely payroll processing.

Verify overtime, allowances, site claims, and project-based incentives.

Review and benchmark salary structures against industry standards for competitiveness.

Administer statutory contributions (EPF, SOCSO, EIS, PCB, etc) and ensure full compliance with Malaysian regulations.

Oversee leave management, attendance tracking, and HRIS accuracy.

Recommend improvements to reward and recognition systems to drive retention and morale.

5. Industrial Relations & Employee Engagement

Serve as trusted advisor on complex grievances, domestic inquiries and misconduct cases; keep escalation to Labour Department <1%.

Act as the liaison with Labour Department, PERKESO, KWSP, and other authorities, represent the Company in any conciliation and arbitration.

Maintain positive relationships between management and employees through consistent communication and fairness.

Lead employee engagement initiatives – team-building, appreciation events, welfare programs, and internal communication.

Promote a safe, respectful, and inclusive work environment in both HQ and site offices.

6. HR Policy, Compliance & Administration

Review, update, and enforce HR policies, SOPs, and employee handbook to ensure alignment with current labour laws and ISO standards.

Ensure all employee records, contracts, and documentation are properly maintained and secured.

Lead periodic HR audits across HQ and sites, achieve zero major non-conformities.

Oversee office administration and site HR coordination, including accommodation, transport, and welfare logistics for site personnel.

Education

• Bachelor’s degree in Human Resources, Psychology, or related discipline;

Qualities

• Deep expertise in Malaysian HR policies, employment law, Industrial Relations Act 1967, operational HR practices and statutory compliances (EPF, SOCSO, EIS, PCB, PDPA).

• Hands-on experience with HRIS, HR reporting, and workforce analytics.

• Exceptional communication and stakeholder management. Able to manage wide range of situations and personalities, good interpersonal skills.

• Strategic planning with agile execution; data-driven continuous improvement and change leadership.

• Uncompromising integrity, emotional intelligence and discretion with sensitive payroll, disciplinary, and whistle-blower data.

Experience

• Minimum 8 years of relevant HR leadership. Experience in construction, EPCC, Facility Management will be added advantage.

Core Computer Competencies

• Proficient in HR2000 (or equivalent ERP HR module);