Manager/Assistant Manager, Human Resources

Temokin Builder Sdn Bhd; Kuala Lumpur; On-site; MYR 60,000 - 90,000; Full time

Job summary

Temokin Builder Sdn Bhd is seeking an Assistant Human Resources Manager to lead and oversee HR strategies, policies and systems across the organisation. You will partner with management to align HR plans with business goals and drive workforce planning, recruitment, learning, performance management and governance.

The role requires strong leadership, strategic thinking and the ability to develop organisational capability, succession planning and employee engagement.

Responsibilities

• Develop and execute HR strategies, initiatives and programmes aligned with the Group's business objectives and organisational direction.
• Partner with Management and HODs to understand business priorities and translate them into effective HR plans.
• Provide strategic HR advice and recommendations on workforce planning, organisational structure, manpower requirements and succession planning.
• Identify organisational gaps, workforce challenges and people-related risks, recommending appropriate interventions.
• Drive organisational development, change management and continuous improvement initiatives.
• Analyse HR trends, workforce data and key HR metrics to support management decision-making.
• Work closely with HRBPs to ensure recruitment strategies align with the Group's manpower requirements and business objectives.
• Provide guidance and support to HRBPs in addressing recruitment challenges and fulfilling critical vacancies.
• Oversee overall manpower planning and headcount budgeting in collaboration with HRBPs and HODs.
• Review recruitment progress and identify potential gaps or challenges in meeting hiring targets.
• Establish recruitment standards, guidelines and best practices across the Group.
• Monitor recruitment performance through key metrics, including time-to-hire, cost-per-hire and quality-of-hire.
• Support employer branding and talent attraction initiatives to strengthen the Group's ability to attract quality talent.
• Collaborate with the L&D PIC to ensure training and development initiatives align with the Group's business objectives.
• Provide strategic direction on training priorities, talent development and employee capability building.
• Review and provide input on annual training plans, training needs analysis and development initiatives.
• Support the establishment of career progression frameworks, competency development and succession planning.
• Work with the L&D PIC to identify leadership development and high-potential talent development opportunities.
• Monitor overall training effectiveness, expenditure and HRD Corp levy utilisation.
• Ensure L&D initiatives contribute to workforce capabilities and the organisation's long-term talent development goals.
• Lead the development and implementation of the organisation's performance management framework, including KPI, OKR and appraisal systems.
• Ensure effective performance evaluation, probation assessment, confirmation and contract renewal processes.
• Advise Management on performance improvement plans (PIP), employee development and performance-related matters.
• Identify performance gaps and recommend appropriate interventions to improve individual and organisational productivity.
• Drive organisational effectiveness through job evaluation, job grading, competency frameworks and organisational structure reviews.
• Facilitate succession planning and talent reviews.
• Develop and review compensation and benefits strategies to ensure internal equity and market competitiveness.
• Lead salary benchmarking, salary structure reviews, annual increment exercises and remuneration planning.
• Oversee compensation forecasting and manpower cost projections to support annual budgeting and financial planning.
• Review and recommend appropriate remuneration packages for recruitment, promotion, transfer and employee retention.
• Review employee benefits and recommend improvements to enhance employee satisfaction and retention.
• Work closely with the Payroll PIC to ensure proper payroll governance, statutory compliance and effective payroll administration.
• Monitor overall compensation costs and manpower expenditure against approved budgets.
• Oversee employee relations matters, ensuring a positive, fair and professional working environment.
• Provide guidance on disciplinary matters, misconduct investigations, grievances, employee counselling and conflict resolution.
• Ensure compliance with applicable employment legislation, including the Employment Act 1955, Industrial Relations Act 1967, EPF, SOCSO, EIS and other relevant statutory requirements.
• Advise Management on employment contracts, employee separation, termination, resignation and other employment-related matters.
• Manage employee engagement, retention and workplace culture initiatives.
• Mitigate employment-related risks and ensure consistent application of HR policies and procedures.
• Oversee the full spectrum of HR operations, including employee lifecycle administration, leave, attendance, claims, employee records and HR documentation.
• Drive HR digitalisation and effective utilisation of HRIS, HRMS and other HR technology platforms.
• Establish, review and enhance HR policies, SOPs, guidelines and internal controls.
• Ensure accurate HR data management, reporting and workforce analytics.
• Monitor HR service delivery standards, turnaround times and operational efficiency.
• Ensure proper documentation, audit readiness and compliance with internal governance requirements.
• Lead, supervise and develop the HR team, ensuring clear role responsibilities, accountability and effective work distribution.
• Provide guidance, coaching and mentoring to team members to strengthen their technical competencies and professional development.
• Establish departmental objectives, KPIs and performance expectations aligned with organisational priorities.
• Monitor team performance, workload distribution and service delivery effectiveness.
• Foster a collaborative, proactive and solution-oriented HR culture.
• Build the HR team's capabilities to transition from transactional HR support towards strategic HR business partnering.
• Prepare and present periodic HR reports, dashboards and management updates.
• Monitor key workforce indicators, including headcount, turnover, recruitment progress, absenteeism, employee cost and training effectiveness.
• Analyse workforce trends and provide actionable insights and recommendations to Management.
• Support annual HR budgeting, manpower cost projections and strategic workforce planning.
• Highlight emerging HR risks, challenges and opportunities requiring management attention.

Job description

To lead, manage and oversee the overall Human Resources functions, ensuring effective implementation of HR strategies, policies, systems and practices that support the organisation's business objectives and long-term growth.

The role requires a well-rounded HR professional with comprehensive knowledge across the entire HR spectrum, strong leadership capabilities, strategic thinking and the ability to drive organisational effectiveness, workforce productivity and talent development.

KEY RESPONSIBILITIES

A. HR Strategy & Business Partnership

Develop and execute HR strategies, initiatives and programmes aligned with the Group's business objectives and organisational direction.

Partner with Management and HODs to understand business priorities and translate them into effective HR plans.

Provide strategic HR advice and recommendations on workforce planning, organisational structure, manpower requirements and succession planning.

Identify organisational gaps, workforce challenges and people-related risks, recommending appropriate interventions.

Drive organisational development, change management and continuous improvement initiatives.

Analyse HR trends, workforce data and key HR metrics to support management decision-making.

B. Talent Acquisition & Workforce Planning

Work closely with HRBPs to ensure recruitment strategies align with the Group's manpower requirements and business objectives.

Provide guidance and support to HRBPs in addressing recruitment challenges and fulfilling critical vacancies.

Oversee overall manpower planning and headcount budgeting in collaboration with HRBPs and HODs.

Review recruitment progress and identify potential gaps or challenges in meeting hiring targets.

Establish recruitment standards, guidelines and best practices across the Group.

Monitor recruitment performance through key metrics, including time-to-hire, cost-per-hire and quality-of-hire.

Support employer branding and talent attraction initiatives to strengthen the Group's ability to attract quality talent.

Collaborate with the L&D PIC to ensure training and development initiatives align with the Group's business objectives.

Provide strategic direction on training priorities, talent development and employee capability building.

Review and provide input on annual training plans, training needs analysis and development initiatives.

Support the establishment of career progression frameworks, competency development and succession planning.

Work with the L&D PIC to identify leadership development and high-potential talent development opportunities.

Monitor overall training effectiveness, expenditure and HRD Corp levy utilisation.

Ensure L&D initiatives contribute to workforce capabilities and the organisation's long-term talent development goals.

D. Performance Management & Organisational Development

Lead the development and implementation of the organisation's performance management framework, including KPI, OKR and appraisal systems.

Ensure effective performance evaluation, probation assessment, confirmation and contract renewal processes.

Advise Management on performance improvement plans (PIP), employee development and performance-related matters.

Identify performance gaps and recommend appropriate interventions to improve individual and organisational productivity.

Drive organisational effectiveness through job evaluation, job grading, competency frameworks and organisational structure reviews.

Facilitate succession planning and talent reviews.

E. Compensation, Benefits & Payroll Governance

Develop and review compensation and benefits strategies to ensure internal equity and market competitiveness.

Lead salary benchmarking, salary structure reviews, annual increment exercises and remuneration planning.

Oversee compensation forecasting and manpower cost projections to support annual budgeting and financial planning.

Review and recommend appropriate remuneration packages for recruitment, promotion, transfer and employee retention.

Review employee benefits and recommend improvements to enhance employee satisfaction and retention.

Work closely with the Payroll PIC to ensure proper payroll governance, statutory compliance and effective payroll administration.

Monitor overall compensation costs and manpower expenditure against approved budgets.

F. Employee Relations & Industrial Relations

Oversee employee relations matters, ensuring a positive, fair and professional working environment.

Provide guidance on disciplinary matters, misconduct investigations, grievances, employee counselling and conflict resolution.

Ensure compliance with applicable employment legislation, including the Employment Act 1955, Industrial Relations Act 1967, EPF, SOCSO, EIS and other relevant statutory requirements.

Advise Management on employment contracts, employee separation, termination, resignation and other employment-related matters.

Manage employee engagement, retention and workplace culture initiatives.

Mitigate employment-related risks and ensure consistent application of HR policies and procedures.

G. HR Operations, Systems & Governance

Oversee the full spectrum of HR operations, including employee lifecycle administration, leave, attendance, claims, employee records and HR documentation.

Drive HR digitalisation and effective utilisation of HRIS, HRMS and other HR technology platforms.

Establish, review and enhance HR policies, SOPs, guidelines and internal controls.

Ensure accurate HR data management, reporting and workforce analytics.

Monitor HR service delivery standards, turnaround times and operational efficiency.

Ensure proper documentation, audit readiness and compliance with internal governance requirements.

Lead, supervise and develop the HR team, ensuring clear role responsibilities, accountability and effective work distribution.

Provide guidance, coaching and mentoring to team members to strengthen their technical competencies and professional development.

Establish departmental objectives, KPIs and performance expectations aligned with organisational priorities.

Monitor team performance, workload distribution and service delivery effectiveness.

Foster a collaborative, proactive and solution-oriented HR culture.

Build the HR team's capabilities to transition from transactional HR support towards strategic HR business partnering.

I. Management Reporting & HR Analytics

Prepare and present periodic HR reports, dashboards and management updates.

Monitor key workforce indicators, including headcount, turnover, recruitment progress, absenteeism, employee cost and training effectiveness.

Analyse workforce trends and provide actionable insights and recommendations to Management.

Support annual HR budgeting, manpower cost projections and strategic workforce planning.

Highlight emerging HR risks, challenges and opportunities requiring management attention.

Unlock job insights

Hirer responsiveness Salary match Number of applicants

Construction, Design & Engineering 11-50 employees

They say every great story has a humble beginning and ours is no exception. Established in 1989, we secured our first contract in infrastructure and building works in early 1990. Then in 1993, we grew in our journey, delivering high-quality pipe jacking and earthworks with prominent clients by delivering ahead of time and with quality as our first priority. In 1997, we delivered Malaysia's first-ever micro-tunneling project that managed to gain recognition throughout the industry. From there we paced further by delivering Middle Ring Road Seremban project from 2002 to 2017.

As a builder, we are only as successful as the milestone that we’ve built.

They say every great story has a humble beginning and ours is no exception. Established in 1989, we secured our first contract in infrastructure and building works in early 1990. Then in 1993, we grew in our journey, delivering high-quality pipe jacking and earthworks with prominent clients by delivering ahead of time and with quality as our first priority. In 1997, we delivered Malaysia's first-ever micro-tunneling project that managed to gain recognition throughout the industry. From there we paced further by delivering Middle Ring Road Seremban project from 2002 to 2017.

As a builder, we are only as successful as the milestone that we’ve built.

What can I earn as an Assistant Human Resources Manager