SENIOR HR & ADMIN EXECUTIVE

Tan Zhuan Plastic Industries; Johor; On-site; MYR 200,000 - 250,000; Full time

Job description

Tan Zhuan Plastic Industries – Sekudai, Johor

Recruitment and Talent Acquisition (Local & Foreigner)

Recruitment -A short-term, reactive process focused on filling current job vacancies, includes advertising jobs, screening candidates, and hiring employees.

Talent Acquisition -A long-term, strategic approach to identifying, attracting, and retaining top talent to meet future workforce needs.

To the processes organizations use to find and hire the right people for their workforce, both within the country (local) and from abroad (foreigner).

Employee Relations and Engagement

Employee Relations -The management of relationships between employers and employees. It involves handling workplace issues, resolving conflicts, ensuring fair treatment, and maintaining compliance with labor laws. Goal: Create a positive, respectful, and legally compliant work environment.

Employee Engagement -The emotional commitment and involvement an employee has toward their work and the organization. It includes motivation, job satisfaction, and alignment with company value . Goal: Boost performance, retention, and overall employee satisfaction.

Training and Development

Identify, assess training needs and organize/coordinate workshops, seminars, and professional development programs.

Assess/evaluate the impact/effectiveness of training sessions and suggest areas for improvement to assist developing career development plans for employees in partnership with management.

Performance Management

Designs the system - Support the design and implementation of the performance appraisal system.

Sets expectations & goals - Assist Managers/HOD in setting KPIs and conducting performance evaluations.

Monitors performance -Tracks performance data, checks progress, ensures fairness and consistency, and identifies areas of underperformance.

Ensures fairness, objectivity & legal compliance - HR ensures performance evaluations are consistent, free from biases, and comply with labor laws & company policy.

HR Policy and Compliance

Develop Policies - Create and maintain HR policies, procedures, guidelines, and codes of conduct that reflect both legal requirements and the organization’s values.

Stay Updated on Laws & Regulations - Keep track of labour laws, health & safety, data protection, anti‑discrimination, leave entitlements, etc., and make sure company practices adapt to legal changes.

Maintain Records & Documentation -Keep accurate, up‑to‑date records (contracts, employee data, training, policy versions, complaints) to prove compliance and for audit / legal protection.

Handle Violations / Disputes -Receive reports of breaches (misconduct, policy violations), investigate properly, enforce policies fairly, and apply disciplinary or remedial measures as needed.

Occupational Safety and Health (OSH)

Policy & Procedures -Develop, maintain, and update safety and health policies that comply with relevant laws and regulations.

Risk Assessment & Hazard Control -Identify potential workplace hazards (physical, chemical, ergonomic, etc.), evaluate risks, and implement measures to prevent or minimize risks.

Training & Awareness -Ensure employees are trained on safety procedures—during onboarding, with job‑specific or refresher training. Also raise awareness of safety issues, safe behavior, and how to respond to emergencies.

Building a Safety Culture & Employee Well‑Being -Promote a culture where safety is a shared responsibility. Encourage open communication about hazards, support health/wellness programs, make safety part of the organisation’s values and everyday behavior.