Manager Industrial Relations

GSC Group; Selangor; On-site; MYR 120,000 - 180,000; Full time

Job summary

A leading Malaysian corporation is seeking an Industrial Relations Manager to provide strategic and operational leadership in industrial relations across the group. The role involves ensuring compliance with labour laws, managing IR cases, and standardizing IR practices. Ideal candidates will have over 10 years of experience in industrial relations, strong knowledge of Malaysian labour legislations, and the ability to engage with stakeholders effectively. This position offers the opportunity to build IR capabilities and support sustainable business outcomes.

Qualifications

• Minimum 10 years of progressive experience in Industrial Relations.
• Proven experience handling end-to-end IR cases.
• Strong working knowledge of Malaysian labour and industrial relations legislations.

Responsibilities

• Act as the subject matter expert on employee and industrial relations matters.
• Ensure all IR practices comply with applicable labour laws.
• Drive the standardisation and centralisation of IR processes across subsidiaries.

Skills

Industrial Relations Expertise

Legal and Compliance Knowledge

Stakeholder Engagement

Training and Development

Analytical Skills

Education

Bachelor's Degree in Human Resource Management, Law, Business Administration or related discipline

Postgraduate qualification or professional certification in HR/Industrial Relations/Employment Law

Job description

To serve as the Industrial Relations (IR) Centre of Expertise, providing strategic and operational leadership on all IR matters across FFM Berhad and its subsidiaries. The role ensures consistent, legally compliant, and value-driven IR practices while partnering leaders to manage employee and industrial relations risks, strengthen employer credibility, and support sustainable business outcomes.

Job Responsibilities

Industrial Relations Advisory & Case Management

• Act as the subject matter expert on all employee and industrial relations matters, advising business leaders and HR partners on disciplinary actions, misconduct investigations, performance management, grievances, domestic inquiries, termination processes, and dispute resolution.
• Provide sound, timely, and practical advice grounded in labour legislation, case law, and best practices.
• Ensure end-to-end ownership of IR cases, including documentation, risk assessment, and recommendation of appropriate actions.

Governance, Compliance & Risk Management

• Ensure all IR practices comply with applicable labour laws and statutory requirements, including the Industrial Relations Act, Employment Act, Trade Unions Act, and related regulations.
• Draft, review, update, and maintain IR-related policies, procedures, guidelines, and standard operating manuals to ensure consistency and compliance across the organisation.
• Develop and standardize IR-related letters, templates, and documentation (e.g. show cause letters, suspension letters, domestic inquiry notices, warning letters, termination letters) to support consistent IR practices.
• Proactively identify IR risks and recommend mitigation strategies to protect the Company’s interests and reputation.

IR Process Standardisation & COE Leadership

• Drive the standardisation and centralisation of IR processes across subsidiaries while respecting operational realities of diverse businesses.
• Establish clear IR frameworks, escalation protocols, and governance structures for consistent application across the organisation.
• Partner HR teams to build IR capability and ensure alignment with established standards.
• Establish clear IR frameworks, escalation protocols, and governance structures for consistent application across theGroup.
• Partner Group HR and subsidiary HR teams to build IR capability and ensure alignment with Group standards.

Stakeholder & External Engagement

• Acts as liaison officer with external parties including panel solicitors, consultants, trade unions, employer associations, and government authorities (e.g. Ministry of Human Resources).
• Manage external legal counsel on IR cases, ensuring cost effective and outcome-focused engagement.
• Represent the Company in conciliation meetings, negotiations, and external forums as required.

Data, Insights & Continuous Improvement

• Monitor, analyse, and interpret IR data and trends to identify systemic issues and recommend targeted interventions.
• Provide management reports and insights to support informed decision-making at Group and subsidiary levels.
• Continuously review IR practices to improve efficiency, consistency, and employee experience.

Capability Building & Knowledge Sharing

• Design, develop, and conduct IR-related training programmes, workshops, and briefings for managers, HR teams and employees in general.
• Build practical IR capability by equipping stakeholders with the knowledge, tools, templates, and confidence to manage employee relations issues effectively.
• Provide coaching and guidance to HR partners and line managers on handling IR matters in a consistent and legally compliant manner.

General Leadership and Support

• Model and uphold the company’s values, culture, and ethical standards, inspiring trust and accountability at all levels.
• Demonstrate adaptability, collaboration, and resilience in leading group-wide initiatives and navigating change.
• Undertake special assignments and additional responsibilities as delegated by the Head of HR and senior management.
• Bachelor's Degree in Human Resource Management, Law, Business Administration, Management, or related discipline.
• Postgraduate qualification or professional certification in HR/Industrial Relations/Employment Law is an added advantage.
• Minimum 10 years of progressive experience in Industrial Relations, preferably within a group or complex organisational environment.
• Proven experience handling end-to-end IR cases, including disciplinary actions, domestic inquiries, and engagement with external authorities.
• Experience operating at Manager level or equivalent, providing advisory support to leaders and managers.
• Strong working knowledge of Malaysian labour and industrial relations legislations and case precedents.
• Expertise in IR governance, compliance management, and policy development.
• Ability to translate legal and technical requirements into practical business solutions.
• Able to make and assess personal/team decisions and align actions with organisation’s vision and mission.
• Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.
• Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.
• Able todisplay accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team’s commitments.
• Able to understand and prioritise stakeholders’ needs/expectations and develop solutions to improve service delivery.
• Able to appreciate the complex interrelationships between external factors and internal business operations and develop strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.
• Able to nurture the cultureof learning organisation.
• Able to develop strategic plans in response to market shifts and shocks to accomplish organizational goals; adaptability to changes in business landscape.
• Adaptability and flexibility to changes in business landscape demonstrating initiative concerning forward thinking and planning.