HR Operations Assistant Manager

Doo Group; Kuala Lumpur; On-site; MYR 180,000 - 280,000; Full time

Job summary

Doo Group is seeking a seasoned HR professional to oversee compensation and benefits for Malaysia, align with group strategies, and ensure compliance with local laws. The role also drives performance management, employee relations, and end-to-end lifecycle activities from onboarding to resignation, while collaborating with global HR initiatives.

The ideal candidate has extensive HR operations experience, strong cross-cultural communication, and the ability to balance regional needs with group

Qualifications

• Knowledge of Malaysian labor, tax and social security regulations.
• Experience in compensation & benefits in fintech or multinational groups preferred.
• Strong communication and negotiation skills with regional stakeholders.

Responsibilities

• Lead end-to-end compensation and benefits management for Malaysia, ensuring local compliance.
• Coordinate group-level C&B initiatives and localize global policies.
• Track market salary data and optimize regional salary structures and grades.
• Manage performance incentive systems and link to rewards and development.
• Oversee employee relations, engagement, and welfare programs across the region.
• Coordinate onboarding, transfers, promotions and separations to ensure smooth lifecycle management.
• Collaborate with group HR modules and local teams to support regional HR operations.

Skills

Cross-cultural communication

HR compliance

Data analysis

Stakeholder management

Education

Bachelor's degree or above in HR/BA

Job description

(I) Compensation & Benefits Management (Including Group C&B Undertaking)

• Fully responsible for the end-to-end management of compensation and benefits (C&B) in the Malaysia region, including salary calculation, social security and provident fund (local compliance), and the establishment and implementation of the welfare system, ensuring accurate and timely salary payment, and welfare policies that are in line with the local market and employee needs.
• Take the lead in undertaking group‑level C&B‑related work, cooperate with the group to formulate global compensation and benefits strategies, standards and processes, promote the implementation and localized adaptation of group C&B policies in the Malaysia region, and feedback regional implementation difficulties and optimization suggestions.
• Track salary market data in Kuala Lumpur and across Malaysia (fintech industry preferred), conduct salary surveys and job evaluation, optimize the regional salary structure and grade system, and ensure a balance between salary competitiveness and the group's cost control objectives.
• Responsible for compliance management related to compensation and benefits, familiar with local labor laws, tax laws and social security and welfare regulations in Malaysia, ensuring end-to-end compliance of C&B work and avoiding legal risks; cooperate with the group to complete C&B audits and compliance inspections.

(II) Performance Management

Responsible for the implementation and optimization of the regional performance incentive system, cooperate with the group's performance strategy, formulate regional performance management implementation rules, and organize the setting of company-wide performance objectives, process tracking, assessment implementation and result application (salary linkage, promotion reference, etc.).

• Coordinate the handling of performance appeals, establish a performance communication mechanism, guide department managers to conduct performance interviews, promote the linkage of performance results with employee development and training needs, and improve employees' performance awareness and organizational efficiency.
• Track the implementation effect of the regional performance system, collect feedback from employees and departments, and work with the group HR team to optimize performance processes and indicator design, ensuring that the performance system is in line with fintech industry characteristics and regional business scenarios.

(III) Employee Relations Management

• Establish and maintain good regional employee relations, be responsible for employee communication and engagement improvement, organize employee care activities, respond to employee demands in a timely manner, and reduce employee turnover rate.
• Coordinate the handling of employee conflicts and labor disputes, in accordance with local regulations and group systems, properly resolve labor conflicts, protect the legitimate rights and interests of the company and employees; establish a closed-loop handling mechanism for employee complaints and appeals.
• Responsible for regional employee engagement surveys, analysis and improvement, promote the implementation of group employee relations policies in the region, optimize employee relations management methods combined with local cultural characteristics, and create a positive and compliant working atmosphere.
• Cooperate with the group to complete employee relations-related compliance inspections and cultural promotion work, and promote the rooting of the group's core values in the region.

(IV) Full Employee Lifecycle Management (Onboarding, Transfer, Promotion, Resignation)

• Coordinate the end-to-end operation and management of regional employee onboarding, transfer, promotion and resignation, formulate standardized operating procedures, ensure that onboarding, probation confirmation, position transfer, salary adjustment, resignation and other links are efficient and standardized, in line with group systems and local regulations.
• Responsible for the formulation and implementation of new employee onboarding guidance and integration plans, track the adaptation of new employees, improve new employee retention rate; coordinate exit interviews and turnover analysis, form turnover reports, and put forward optimization suggestions.
• Responsible for the standardized management of regional employee personnel files, ensuring that file information is accurate, complete and compliant, and cooperate with the group to complete personnel file audits and filing work; link with IT, Admin and other departments to ensure the smooth connection of supporting services related to employee onboarding, transfer, promotion and resignation (employee ID, email, office equipment, etc.).

(V) Other HR Operations & Group Collaboration Work

• Cooperate with various group HR modules (recruitment, training, organizational development, etc.) to carry out regional collaboration work to support the landing of the group's global HR strategy; participate in the optimization of group HR operation processes and system upgrades (such as HRIS), and promote the digitalization and efficiency of regional HR operations.
• Responsible for the statistics and analysis of regional HR operation data, regularly output HR operation reports (compensation, performance, employee turnover, onboarding/transfer/promotion/resignation, etc.), and provide data support for decision-making by group and regional management.
• Responsible for guiding and managing the regional HR operations team (if any), improving the team's professional capabilities and work efficiency; completing other HR-related work assigned by the group and superiors.

Job Qualifications

(I) Educational Background

• Bachelor's degree or above, major in Human Resource Management, Business Administration, Labor and Social Security is preferred; holding professional HR certificates (such as PMP, SPHR, Intermediate Human Resource Manager, etc.) is preferred.

(II) Work Experience

• 5-8 years or more of HR operations-related work experience, including at least 3 years of specialized management experience in compensation and benefits (C&B); experience in HR work in the fintech industry and global groups is preferred.
• Have experience in undertaking group-level C&B work, familiar with the process of establishing, implementing and localizing global compensation and benefits systems, and able to independently take charge of end-to-end regional C&B management.
• Experience in overseas HR secondment/overseas HR operations management is preferred; familiarity with local labor laws, social security and welfare, tax laws and other relevant regulations in Malaysia is preferred; candidates without overseas experience must have strong cross‑cultural communication and quick adaptation abilities.
• Have complete experience in employee performance, employee relations, and onboarding/transfer/promotion/resignation management, able to independently handle complex employee relations issues and labor disputes, and familiar with the end-to-end operation process of the employee lifecycle.
• Team management experience is preferred, with good team coordination and guidance capabilities.

(III) Core Competencies

• Professional Competence: Proficient in HR operations modules such as compensation and benefits (C&B), performance, employee relations, and onboarding/transfer/promotion/resignation; familiar with the group's HR management system; with strong HR compliance awareness and data analysis capabilities.
• Language Skills: Chinese (Native), Fluent English (excellent listening, speaking, reading and writing skills, can be used as a working language to connect with the group's global team and regional local employees); proficiency in Malay is preferred.
• Communication & Coordination: Excellent cross‑cultural communication and cross‑departmental collaboration capabilities; good at connecting with group headquarters, regional business departments and local employees to promote the efficient implementation of work; strong negotiation and conflict resolution capabilities.
• Compliance Awareness: Familiar with local labor regulations and compensation and benefits-related policies in Malaysia, able to ensure end‑to‑end compliance of HR operations and avoid legal risks; understanding of fintech industry compliance requirements is preferred.
• Other Competencies: Strong sense of responsibility, execution and pressure resistance, able to adapt to the rhythm of expatriate work; a certain sense of overall situation, able to carry out regional HR operations in line with group strategies; proficient in Office software and HRIS systems (such as Workday, SuccessFactors, etc.).