People Development & Engagement Specialist

PolicyStreet; Kuala Lumpur; On-site; MYR 60,000 - 110,000; Full time

Benefits offered by this job

Comprehensive Medical & Life Insurance

Flexi Health Perks

Focus WFA (Work From Anywhere)

Skyrocket Your Growth

Innovate, Collaborate, Elevate

Job summary

PolicyStreet is seeking an experienced People-focused professional to shape our employee engagement, learning, and career development initiatives in Malaysia. You will drive surveys, action plans, and leadership collaboration to enhance retention and experience.

The role spans learning strategy, vendor coordination, performance management, and analytics, with emphasis on continuous improvement and impactful people programmes within a fast-growing startup.

Qualifications

• Bachelor's degree in HR, Business, Psychology, OD or related field.
• 4–7 years of experience in HR, L&D, Talent Management, Employee Engagement, OD or similar role.
• Experience designing or implementing employee engagement and/or learning programmes.
• Good understanding of performance management and employee development practices.
• Strong stakeholder management and communication skills.
• Able to analyse feedback and people data and translate insights into practical actions.

Responsibilities

• Develop and execute initiatives to strengthen employee engagement, culture and retention.
• Manage employee engagement and pulse surveys, analyse feedback and identify key themes and areas for improvement.
• Develop and track engagement action plans together with managers and leadership.
• Support employee listening initiatives, focus groups and feedback sessions.
• Manage employee recognition initiatives and programmes.
• Partner with managers to identify opportunities to improve employee experience and engagement.
• Conduct training needs analysis and identify capability gaps across the organisation.
• Develop and maintain the annual Learning & Development plan.
• Coordinate internal and external training programmes, workshops and development initiatives.
• Manage training vendors, budgets, schedules and logistics.
• Support leadership and manager development programmes.
• Track participation, feedback and effectiveness of learning programmes.
• Promote a culture of continuous learning and development.
• Support the development of career pathways, job levels and career development frameworks.
• Facilitate IDPs and employee development conversations.
• Support talent review, succession planning and talent development initiatives.
• Identify opportunities for internal mobility and career growth.
• Partner with managers to develop high-potential and critical talent.
• Coordinate the organisation's performance management cycle.
• Ensure managers and employees understand performance expectations, goal setting and review processes.
• Support performance calibration and talent discussions.
• Provide guidance and resources to managers on effective performance conversations and feedback.
• Analyse performance trends and identify opportunities for manager or employee development.
• Act as a point of contact for employees seeking guidance on career development, learning and performance matters.
• Partner with managers to address people development and engagement challenges.
• Provide practical advice and coaching resources to help managers become better people leaders.
• Escalate complex employee relations matters to the Chief of People / appropriate HR lead when required.
• Track and report key people metrics including engagement, retention, training participation and development activities.
• Translate people data and employee feedback into actionable recommendations.
• Prepare regular reports and insights for the People leadership team.
• Continuously evaluate the effectiveness of people programmes and recommend improvements.

Education

Bachelor's degree in Human Resources, Business, Psychology, Organisational Development or related field

Job description

1. Employee Engagement & Retention

• Develop and execute initiatives to strengthen employee engagement, culture and retention.
• Manage employee engagement and pulse surveys, analyse feedback and identify key themes and areas for improvement.
• Develop and track engagement action plans together with managers and leadership.
• Support employee listening initiatives, focus groups and feedback sessions.
• Manage employee recognition initiatives and programmes.
• Partner with managers to identify opportunities to improve employee experience and engagement.

2. Learning & Development

• Conduct training needs analysis and identify capability gaps across the organisation.
• Develop and maintain the annual Learning & Development plan.
• Coordinate internal and external training programmes, workshops and development initiatives.
• Manage training vendors, budgets, schedules and logistics.
• Support leadership and manager development programmes.
• Track participation, feedback and effectiveness of learning programmes.
• Promote a culture of continuous learning and development.

3. Career & Talent Development

• Support the development of career pathways, job levels and career development frameworks.
• Facilitate Individual Development Plans (IDPs) and employee development conversations.
• Support talent review, succession planning and talent development initiatives.
• Identify opportunities for internal mobility and career growth.
• Partner with managers to develop high-potential and critical talent.

4. Performance Management

• Coordinate the organisation's performance management cycle.
• Ensure managers and employees understand performance expectations, goal setting and review processes.
• Support performance calibration and talent discussions.
• Provide guidance and resources to managers on effective performance conversations and feedback.
• Analyse performance trends and identify opportunities for manager or employee development.

5. Employee & Manager Support

• Act as a point of contact for employees seeking guidance on career development, learning and performance matters.
• Partner with managers to address people development and engagement challenges.
• Provide practical advice and coaching resources to help managers become better people leaders.
• Escalate complex employee relations matters to the Chief of People / appropriate HR lead when required.

6. People Analytics & Continuous Improvement

• Track and report key people metrics including engagement, retention, training participation and development activities.
• Translate people data and employee feedback into actionable recommendations.
• Prepare regular reports and insights for the People leadership team.
• Continuously evaluate the effectiveness of people programmes and recommend improvements.

Requirements

• Bachelor's degree in Human Resources, Business, Psychology, Organisational Development or a related field.
• 4–7 years of experience in HR, Learning & Development, Talent Management, Employee Engagement, Organisational Development or a similar role.
• Experience designing or implementing employee engagement and/or learning programmes.
• Good understanding of performance management and employee development practices.
• Strong stakeholder management and communication skills.
• Comfortable working with managers and employees at different levels.
• Strong project management and organisational skills.
• Able to analyse feedback and people data and translate insights into practical actions.
• Proactive, hands‑on and comfortable working in a growing organisation.
• Able to work independently while collaborating effectively with the wider People team.

The Person We Are Looking For

You are someone who:

• Cares about people, but is also comfortable challenging the status quo.
• Enjoys understanding why employees behave, engage and develop in certain ways.
• Can turn employee feedback into practical action.
• Is comfortable moving between strategy and execution.
• Enjoys designing programmes rather than simply administering them.
• Can build trust with employees and managers.
• Is curious, structured and solutions-oriented.
• Is comfortable using data to support people decisions.
• Can work in a fast-growing environment where processes are still evolving.

Benefits

PERKS YOU’LL GET TO ENJOY:

• Comprehensive Medical & Life Insurance – We’ve got you and your loved ones covered.
• Flexi Health Perks – From health screening to traditional medicine, take charge of your well-being.
• Focus WFA (Work From Anywhere) – Dedicated days per year for deep-thinking work—whether it’s at home, a café, or your favorite quiet spot. Work where you focus best.
• Skyrocket Your Growth – Be a part of our non‑stop learning opportunities to level up your skills.
• Innovate, Collaborate, Elevate – Join an energetic team that makes every challenge exciting, every win rewarding, and every day a fun learning experience.

Join Our Team in Shaping the Future of Insurance

As a homegrown startup that seeks to innovate how we use and think of insurance, we value teammates who think big, challenge the old ways, and take extreme ownership.

In PolicyStreet, we aim to do better, to serve people better. We are committed to pushing boundaries of innovation and to develop Purposeful and Simple insurance solutions for businesses and consumers, narrowing the protection gap and improving financial inclusivity in the region.

If you are driven to make change, keen to be at the forefront of insurance innovation, and grow with a team of talented and motivated people, we’d be just as excited to get to know you too!

Find out more about us via our website at www.policystreet.com.

At PolicyStreet, we uphold the principles of equal opportunity and embrace diversity. We are committed to a workplace free from discrimination based on race, religion, colour, gender, sexual orientation, age, marital status, veteran status, or disability status.