Human Resource Business Partner (HRBP) (MY)

Innergy Consulting Pte.; Kuala Lumpur; On-site; MYR 120,000 - 180,000; Full time

Job summary

Innergy Consulting Pte. is seeking an experienced Human Resource Business Partner (HRBP) for our Kuala Lumpur operation in Malaysia.

The role covers recruitment, onboarding, HR operations, employee engagement, L&D, talent management and offboarding, ensuring compliance with internal controls and the code of conduct. The candidate should have 3–4 years of HRBP experience in an MNC and strong Industrial Relations management skills, with proficiency in HRIS and MS Office, and excellent English

Qualifications

• 8+ years in HR with HRBP experience or similar
• Strong Industrial Relations management experience
• Proficient with HRIS, MS Office and policy compliance

Responsibilities

• Lead end-to-end recruitment and onboarding processes
• Oversee day-to-day HR operations and employee records
• Coach leaders on performance management, compensation, and talent development
• Coordinate Learning & Development and training initiatives
• Drive employee engagement and manage offboarding activities

Skills

HRBP experience

IR management

Talent management

Recruitment

Onboarding

Policy compliance

Communication

English proficiency

Education

Bachelor's degree in HR / Business Admin

Tools

HRIS

MS Office

Job description

Human Resource Business Partner (HRBP) (MY)

About the job Human Resource Business Partner (HRBP) (MY)

We are looking for an experienced and self-driven Human Resource Business Partner (HRBP) for a leading and established MNC. The candidate will play a critical role in providing a wide range of the employees end-to-end life cycle such as recruitment and onboarding, HR operations, employee engagement, learning and development, talent management and offboarding while ensuring compliance with internal controls and the companys code of business conduct. The ideal candidate would have at least 3-4 years of HRBP experience in an MNC and have strong Industrial relationships (IR) management skills.

Responsibilities:

• Talent Acquisition and Onboarding
  • Partnering the business lines, collaborating closely with hiring managers to define job descriptions and requirements.
  • Utilizes a variety of recruiting channels, including job boards, social media, recruitment agencies and employee referrals, to source and attract top candidates where speed is the essence.
  • Conducts thorough screening of applications and resumes to shortlist the most qualified candidates for further consideration.
  • Schedules and facilitates interviews, utilizing appropriate assessment methods to evaluate candidate suitability for our company culture and values.
  • Manage the offer process by gathering market data and analyzing the data ensuring talents are remunerated competitively.
  • Take ownership of the onboarding process to ensure new hires have a smooth and positive experience.
  • Coordinates with various departments to ensure new hires have all the necessary equipment, resources, and access rights to perform their roles effectively.
• HR Operations
  • Manages day-to-day HR activities, including maintaining employee records and preparing HR related documents.
  • Oversees employee lifecycle events, such as promotions, transfers, partner business heads in performance coaching and terminations, while ensuring compliance with company policies and legal regulations.
  • Addresses employee inquiries related to HR policies, benefits, and other HR-related matters.
  • Contributes to the development and implementation of HR policies and procedures to enhance efficiency and employee experience.
  • Coaches the business line leaders and managers in performance management processes, compensation and remuneration programs, recruitment practices, and management decision making.
• Talent Management
  • Performance management ensure complete cycle.
  • Support the leaders in the process of identifying the ones that need or can be developed, who need extra help or coaching to excel and the ones who are at risk of being exited.
  • Support the process of strengthening succession planning and capabilities and ensure that successors are in place for key leadership positions through the use of Talent Grids.
• Learning and Development
  • Supports the learning and development function by coordinating training programs and workshops.
  • Run in-house mandatory workshops for new joiners.
  • Identifies training needs and collaborates with subject matter experts to design and deliver relevant training content.
  • Monitors the effectiveness of training initiatives and suggests improvements to enhance employee development.
• Employee Engagement and Offboarding
  • Be a champion for our employee engagement program.
  • Develops and implements employee engagement initiatives, such as wellness initiatives to create a positive and inclusive work culture.
  • Collaborates with the CSR department in implementing CSR initiatives.
  • Ensure accurate and timely processing of offboarding payroll, including deductions, bonuses, taxes, and other payroll-related matters.
  • Monitors employee satisfaction, conducts exit interviews to gather feedback and identify improvement opportunities and ensure all exit procedures are administered in accordance with local legislation.
• Analytics
  • Plays an analytical role by conducting research and consistently developing and enforcing HR procedures and policies.
  • Analyzes business intelligence (BI) reports on key performance indicators (KPIs) and human capital trends within the business, using these insights to develop solutions for employee relations challenges.
• Employee and Industrial Relations
  • Demonstrates strong knowledge of industrial relations to foster and implement actions that promote employee relations harmony within the business.
  • Collaborates with managers to resolve people-related issues, maintaining integrity, confidentiality, impartiality, and professionalism at all times.
  • Manages performance issues to achieve positive resolutions that balance business needs, employee relations, and legal requirements.
  • Provides coaching and guidance to the business, offering recommendations to management for resolving employee relations matters amicably.

Requirement:

• Bachelors degree in Human Resources, Business Administration, or a related field from a recognized university.
• Minimum 8 years of experience in HR with 6 years as a HRBP. Good knowledge of HR policies, procedures, and local employment laws.
• Proven experience in talent acquisition, interviewing skills, talent management, engagement, and HR operations.
• Proven experience in Industrial Relations with successful closure of employee relation conflicts and disputes.
• Proficient in HRIS system, Microsoft Word, Microsoft Excel, and MS PowerPoint.
• Proficient in the English language, both verbal and written.

We regret that only shortlisted candidates will be notified. Thank you for your understanding!