Human Resource Assistant Manager

Hicom Engineering Sdn Bhd; Shah Alam; On-site; MYR 100,000 - 145,000; Full time

Benefits offered by this job

Medical

Education support

Dental

Sports (e.g. Gym)

Parking

Housing Loan Interest Subsidy

Staff Purchase

Job summary

DRB-HICOM Berhad, through its subsidiary, seeks an Assistant Manager in Compensation & Benefits, Payroll & HRMS to oversee payroll accuracy, benefits administration and HRMS data integrity across entities. The role requires leadership in process improvement, system optimisation and stakeholder engagement to ensure compliance and cost-effective rewards.

Strong Excel and HRIS experience are essential. Reporting to the Payroll & Benefits Manager, this position drives automation and data accuracy

Qualifications

• Bachelor’s degree or equivalent in HR/Accounting/Finance or related field.
• Progressive HR experience with payroll, benefits and HRIS administration.
• Strong Excel skills and data analysis capabilities.

Responsibilities

• Oversee end-to-end payroll cycle for all entities serviced.
• Administer compensation and benefits governance and benchmarking.
• Manage HRMS data, modules and user access governance.
• Provide reporting, analytics and cost control for manpower and benefits.

Skills

Payroll administration

HRMS administration

Data analysis

MS Excel skills

Education

Bachelor’s degree in HR/Accounting/Business

Tools

HRMS/HRIS

Job description

Human Resource, Assistant Manager (Compensation & Benefits, Payroll & HRMS)

Principal Accountability
Reporting to the Payroll & Benefits Manager, the Assistant Manager oversees accurate payroll, benefits, and HR systems for HESB and its partner companies. They ensure legal compliance, manage competitive employee rewards, and maintain reliable data for management decisions. As the manager's primary backup, they also work to improve and automate these processes while acting as the go-to expert for any complex payroll or benefits questions.

Payroll Management & Service Delivery

• Manage the end-to-end monthly payroll cycle for all entities serviced, ensuring accurate and on-time salary payments, off-cycle payments, final settlements and payroll cut-off discipline.
• Verify payroll inputs (new hires, exits, transfers, promotions, increments, overtime, allowances, claims, unpaid leave and deductions) prior to processing, and perform pre- and post-payroll reconciliation and variance analysis against the prior month.
• Ensure accurate computation and timely remittance of statutory contributions and deductions — EPF, SOCSO, EIS, PCB, HRDF/HRDC levy and Zakat — within prescribed deadlines.
• Maintain a documented payroll calendar, checklist and maker–checker control for every payroll run, with the Manager, Payroll & Comben as final approver.

Compensation Administration & Reward Governance

• Administer the salary structure and grading framework, including compa-ratio monitoring, salary range penetration and internal equity analysis.
• Coordinate the annual salary review, merit increment, promotion and bonus exercises — preparing simulation models, costing scenarios and recommendation papers for management approval.
• Participate in salary and benefits benchmarking surveys and analyse market data to support the competitiveness of the Group’s reward positioning.
• Support offer costing and remuneration proposals for new hires, promotions, yearly bonuses and internal transfers in line with approved policy and grade parameters.

Benefits Administration & Cost Management

• Administer employee benefits programmes including medical, group insurance, leave, allowances, retirement and other fringe benefits, ensuring consistent application of policy.
• Manage insurance and medical scheme renewals — preparing census data, reviewing quotations, monitoring claims experience and utilisation, and recommending cost-effective options.
• Support the review and harmonisation of benefits (TACOS) across Operating Companies under the Shared Services model, identifying gaps, duplication and cost‑saving opportunities.
• Monitor benefits expenditure against budget and elevate material variances to the Manager, Payroll & Comben.

HRMS (rymnet) Ownership & Data Integrity

• Act as functional owner and system administrator of the HRMS (rymnet), maintaining employee master data, organisation structure, grade and position data to a high standard of accuracy and completeness.
• Administer and optimise HR modules (payroll, leave, claims, attendance, performance, recruitment and employee self‑service), ensuring configuration reflects current policy.
• Establish and enforce HR data governance — access rights, audit trails, data validation routines and periodic data cleansing — in line with PDPA and Group information security requirements.
• Serve as first‑level support for HRMS user issues and coordinate resolution with IT and the system vendor.
• Lead requirements gathering, configuration, user acceptance testing (UAT), data migration and go‑live support for HRMS enhancements, upgrades and new module rollouts.
• Identify and implement automation and digitalisation opportunities to reduce manual processing, shorten payroll turnaround time and eliminate duplicate data entry across OpCos.
• Manage HRMS vendor performance against agreed deliverables, timelines and service levels, and elevate unresolved issues appropriately.
• Prepare user guides, SOPs and process documentation, and conduct training for HR users and employees on system usage.

Reporting, Analytics & Manpower Cost Control

• Prepare monthly, quarterly and annual payroll, manpower cost, headcount and benefits utilisation reports and dashboards for management and Group reporting.
• Support manpower cost budgeting and forecasting, including salary and benefits projections, headcount cost modelling and variance analysis against approved budget.
• Provide data and analysis for HR initiatives such as job evaluation, organisation reviews, attrition and retention analysis, and workforce planning.
• Ensure all reports are reconciled to source data and released within agreed reporting deadlines.

Statutory Compliance, Audit & Risk Management

• Ensure full compliance with the Employment Act, Income Tax Act and all relevant statutory and regulatory requirements governing payroll, taxation and employment.
• Prepare and submit statutory returns and year‑end filings (e.g. EA Forms, Form E, CP21/CP22/CP22A/CP58 where applicable) accurately and within deadline.
• Serve as focal point for internal and external audit on payroll and C&B matters — preparing schedules, responding to queries and closing out audit findings within agreed timelines.
• Maintain proper payroll records and documentation for statutory retention periods, and uphold strict confidentiality of payroll and employee data at all times.

Stakeholder Management & Employee Support

• Act as the operational point of contact for OpCo HR counterparts on payroll, C&B and HRMS matters, ensuring consistent service standards across all entities serviced.
• Resolve employee queries and disputes relating to salary, statutory deductions, benefits entitlement and system access in a timely, accurate and professional manner.
• Liaise with Finance on payroll postings, funding, reconciliation of payroll‑related accounts and month‑end close.
• Engage external parties including EPF, SOCSO, LHDN, HRDC, insurers, banks and system vendors as required.
• Supervise, coach and review the work of assigned executive‑level staff, ensuring adequate backup and cross‑coverage for critical payroll activities.
• Review and continuously improve payroll and C&B processes, controls and turnaround times, and standardise practices across Operating Companies.
• Deputise for the Manager, Payroll & Comben on operational matters during absence, within approved authority limits.
• Undertake job evaluation support, HR policy drafting and other ad‑hoc projects as assigned by the Manager, Payroll & Comben.

Job Requirements

Bachelor’s Degree in Human Resource Management, Business Administration, Accounting/Finance or a related discipline. A professional certification in payroll, compensation & benefits or HR (e.g. Certified Payroll Professional, GRP/CCP, MIHRM) is an added advantage.

At least 5 years of progressive HR experience, with a minimum of 3 years hands‑on in payroll processing, compensation & benefits and HRMS administration.

Sound working knowledge of end‑to‑end payroll processing, statutory compliance and compensation & benefits practices in a multi‑entity environment.

Proficiency in HRMS/HRIS platforms and advanced MS Excel skills (pivot tables, lookups, modelling) for data analysis, costing and management reporting.

Strong process improvement and automation mindset, with the ability to identify, propose and implement system and process enhancements.

Good interpersonal, communication and stakeholder management skills, with the ability to engage effectively across all levels and across Operating Companies.

High level of integrity, confidentiality and discretion in handling sensitive payroll, reward and employee data.

Strong analytical and numerical ability, with meticulous attention to detail and a zero‑error mindset in payroll and compensation data.

Perks and benefits

• Medical
• Education support
• Dental
• Sports (e.g. Gym)
• Parking
• Housing Loan Interest Subsidy
• Staff Purchase

DRB-HICOM Berhad is one of Malaysia's largest and most diversified conglomerates, with businesses across six core sectors: Automotive, Aerospace & Defence, Postal, Banking, Services, and Properties. Established through the merger of HICOM and DRB in 1996, the Group has over a century of business heritage and continues to drive the nation's industrial and economic growth. With 82 operating companies and approximately 46,000 employees, DRB-HICOM leverages integrated value chains, strategic partnerships, and continuous innovation to deliver sustainable growth, operational excellence, and long‑term value for its stakeholders.

DRB-HICOM Berhad is one of Malaysia's largest and most diversified conglomerates, with businesses across six core sectors: Automotive, Aerospace & Defence, Postal, Banking, Services, and Properties. Established through the merger of HICOM and DRB in 1996, the Group has over a century of business heritage and continues to drive the nation's industrial and economic growth. With 82 operating companies and approximately 46,000 employees, DRB-HICOM leverages integrated value chains, strategic partnerships, and continuous innovation to deliver sustainable growth, operational excellence, and long‑term value for its stakeholders.