Human Resources Business Partner

Bjak Sdn Bhd; Kuala Lumpur; On-site; MYR 150,000 - 200,000; Full time

Job summary

A leading fintech startup in Southeast Asia is seeking a Senior HR Business Partner to serve as a strategic advisor, driving HR initiatives aligned with business goals. The role involves partnership with senior leaders, managing employee relations, and utilizing analytics for decision-making. Ideal candidates will have significant HRBP experience and knowledge of Southeast Asian labor laws. This position offers competitive compensation and the chance to impact company culture and direction.

Benefits

Competitive compensation

Direct exposure to leadership

High ownership in company direction

Accelerated learning and career growth

Qualifications

• 6+ years of progressive HR experience, with at least 3 years as an HRBP supporting senior leaders.
• Strong knowledge of labor laws and compliance in Southeast Asia.
• Proven ability to influence and partner with senior leadership.

Responsibilities

• Act as a business partner to senior leaders supporting organizational effectiveness.
• Manage and resolve sensitive employee relations matters.
• Lead talent reviews and succession planning initiatives.

Skills

HR practices knowledge

Talent management

Communication skills

Problem-solving

Relationship building

Job description

If you believe in better, we’d love to hear from you.

As a Senior HR Business Partner (HRBP), you are a strategic advisor, trusted coach, and change catalyst, bridging people and business with data‑driven, ethical, and forward‑thinking approaches. Your role goes beyond traditional HR support, focusing on organizational agility, leadership effectiveness, and scalable talent strategies to drive business performance.

You will work closely with senior leaders, line managers, and the CEO’s Office across all aspects of HR including employee relations, recruitment and staffing, performance and rewards, workforce planning, organization design, learning, and leadership development.

Key Responsibilities

Strategic Management Support

Act as a business partner to senior leaders, supporting organizational effectiveness through solutions aligned with the overall people strategy.

Advise and counsel leaders on a broad range of HR challenges including performance, staffing, compensation, and structural design.

Build and strengthen leadership and organizational capabilities that align with business priorities.

Drive employee engagement initiatives, including planning, organizing, and speaking at company events.

Champion a growth mindset and change management practices across the organization.

Oversee headcount reporting and workforce budgets in partnership with Finance.

Leverage HR data and analytics to provide actionable insights for decision‑making.

Provide coaching and guidance to leaders on performance management, succession planning, and organization design.

Workforce Planning, Talent Management & Succession Planning

Partner with HR leadership and business leaders to design workforce and resourcing strategies that support business objectives.

Lead talent reviews, succession planning, and career development initiatives to strengthen leadership pipelines.

Support senior leaders in hiring, developing, and retaining senior‑level talent.

People Insights

Use people analytics to identify trends in employee engagement, productivity, attrition, and effectiveness.

Provide data‑driven recommendations to guide leadership decisions.

Ensure compliance with data privacy and ethical guidelines.

Employee Relations

Manage and resolve sensitive employee relations matters, including investigations and escalations.

Analyze root causes of employee issues and recommend policy or process improvements.

Partner with leaders to design and implement performance improvement plans (PIPs) when needed.

Significant Employee Life Cycle Events (“Moments That Matter”)

Handle onboarding, career transitions, and international assignments for senior leaders.

Provide the human touch during significant life‑cycle events such as retirements, extended leaves, or role changes.

Manage redundancy or restructuring processes with professionalism and empathy.

What You Bring

6+ years of progressive HR experience, with at least 3 years as an HRBP supporting senior leaders.

Strong knowledge of HR practices, labor laws, and compliance in Southeast Asia.

Proven ability to influence, coach, and partner with senior leadership.

Deep experience in talent management, organizational design, and succession planning.

Strong business acumen and the ability to connect people strategies to business outcomes.

Exceptional communication, problem‑solving, and relationship‑building skills.

Resilience, adaptability, and the ability to thrive in fast‑paced, high‑growth environments.

What You’ll Get

Competitive compensation aligned with your impact.

Direct exposure to the CEO and senior leadership team.

High ownership in shaping the company’s people and talent trajectory.

A flat, execution‑focused culture where initiative is rewarded.

The opportunity to work in one of Southeast Asia’s most exciting fintech startups.

Accelerated learning, career growth, and the chance to truly make a difference.

About BJAK

BJAK is Southeast Asia’s largest digital insurance platform, operating in Malaysia, Indonesia, Thailand, Singapore, Taiwan, China, and Japan. We simplify complex financial services through technology and AI, making protection easier to access for millions of users.

Our team is lean, driven, and focused on impact. We work hard, move fast, and hold high standards – because we believe what we’re building matters.

Application Questions

• Which of the following statements best describes your right to work in Malaysia?
• What’s your expected monthly basic salary?
• Which of the following types of qualifications do you have?
• How many years’ experience do you have as a Human Resources Business Partner?
• How many years’ experience do you have in employee relations?
• How many years of recruitment experience do you have?
• How much notice are you required to give your current employer?