Human Resources Business Partner (Logistics+)

Ninja Van; Subang Jaya; On-site; MYR 80,000 - 120,000; Full time

Job summary

A logistics company seeks an HR Business Partner in Subang Jaya to manage recruitment, employee engagement, and compliance with local labor laws. The ideal candidate will have 6-8 years of HR experience, strong communication skills, and familiarity with recruitment and development practices. This role plays a crucial part in aligning HR strategies with business goals to enhance organisational effectiveness.

Qualifications

• Minimally 6-8 years of work experience as a HR generalist or HR business partner.
• Professional fluency in English. Proficiency in Bahasa Malaysia is a plus.
• Knowledge of principles and procedures for recruitment, development, compensation and benefits.

Responsibilities

• Provide support for Recruitment team by liaising with line managers.
• Advise hiring managers on fair employment selection practices.
• Guide talent review sessions to manage high-performing individuals.

Skills

Excellent verbal and written communication skills

Excellent interpersonal skills

HR generalist or HR business partner experience

Familiarity with local employment law

Experience managing senior stakeholders

Education

Degree in HR

Tools

HRMS

Job description

As the main point of contact between HR and the business, the HR Business Partner is an excellent communicator who aligns interests among various stakeholders to achieve business goals. Adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Job Descriptions

• Providing support for Recruitment team by liaising and coordinating with line managers on the ground
• Prioritize critical open positions to be filled in consultation with line managers
• Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes
• Advise hiring managers on the principles of fair and unbiased employment selection practices
• Recommend sourcing channels to source the right candidates in line with business needs
• Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
• Provide support to management in rolling‑out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements
• Review needs of the workforce to recommend non‑monetary benefits options to the Comp and Ben team
• Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
• Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, re‑employment and termination guidelines.
• Research and apply prevailing labour policies, employment laws and regulations, including but not limited to employment laws for foreign nationals, fair termination, etc
• Engage management to support organisation development and change interventions
• Collaborate with line managers to project future skills demand and supply
• Liaise with employees to evaluate effectiveness of organisation development and change interventions
• Advise line managers on resource planning options
• Facilitate the redesign of the organisation structure to achieve business outcomes
• Develop plan to deploy organisation's workforce to maximise productivity
• Guide management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation
• Facilitate talent review sessions with line managers to identify and manage high‑performing individuals for mission‑critical roles within the organisation
• Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
• Guide line managers in their understanding and usage of performance management policy, framework and processes
• Coach employees to refer to career development policy, framework and programmes for career progression in the organisation
• Define learning and development needs based on business and staff capability needs
• Analyse financial and HR data to create insights and foresights to guide decision‑making.
• Keep abreast of local HR trends and developments to provide further benchmarking insights on data analysis outcomes.
• Resolve data availability and data quality challenges with data cleansing techniques
• Recommend alternate strategies to prevent redundancies in the organisation
• Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation
• Coach line managers to manage involuntary exits due to redundancy or other reasons
• Conduct exit interviews to gather feedback for better employee retention
• Set individual objectives, periodically reviewing and assessing performance of direct reports
• Provide coaching and advice to junior team members (more operational work in nature)
• Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

Requirements

• Minimally 6-8 years of work experience as a HR generalist or HR business partner
• Experience managing and working with senior stakeholders
• Familiarity with local employment law and regulations
• Knowledge of principles and procedures for recruitment, development, compensation and benefits, labor relations and negotiation, and HRMS.
• Excellent verbal and written communication skills.
• Excellent interpersonal skills
• Degree in HR
• Professional fluency in English. Proficiency in Bahasa Malaysia is a plus