Senior HR Executive (Talent Management)

Proquaz Sdn. Bhd.; Putrajaya; On-site; MYR 100,000 - 150,000; Full time

Job summary

A reputable company in Malaysia is seeking a Senior HR Executive (Talent Management) to lead various HR functions, including recruitment, onboarding, and performance evaluation. The ideal candidate will have at least 5 years of HR experience and a Bachelor’s degree in a related field. Responsibilities include developing talent acquisition strategies, managing foreign worker applications, and conducting training needs analysis. This role requires excellent communication skills and the ability to foster healthy employee relationships.

Qualifications

• At least 5 years in HR experience.
• Solid knowledge of Malaysian labor laws and regulations.
• Expert in handling HRDF grant and claim applications.

Responsibilities

• Develop and implement recruiting strategies.
• Manage foreign worker applications per regulations.
• Conduct training needs analysis and implement programs.
• Oversee performance evaluations and feedback processes.

Skills

Excellent communication

Good decision-making

Strong analytical skills

Independent

Leadership attitude

Education

Bachelor’s degree in Human Resources or related field

Tools

SQL payroll system

Job description

We are excitedly looking for an enthusiastic, detail-oriented Senior HR Executive (Talent Management), reporting to Manager and Executive Director. This person must be exceedingly well organized, flexible, must have excellent attention to detail, is able to work independently with little or no supervision, and enjoys the challenges of supporting a company of diverse people. This role offers the chances to lead HR and administrative tasks, shape our company culture, and drive growth. Join our team and make a meaningful impact on our organization's success!

JOB DESCRIPTIONS:

1. RECRUITMENT AND TALENT ACQUISITION:

Developing and implementing short-term and long-term recruiting strategies and sourcing channels in order to facilitate quick time-to-hire across all opening roles and build talent pipeline to support the company’s growth.

Responsible for the entire recruitment process, including job postings on different recruiting platforms, cold calling, screening, shortlisting and selecting the right candidates, arranging and conducting interviews, conducting reference checks, and until the placement of the candidates.

Collaborate with top management understand staffing needs and provide guidance on best practices for talent acquisition.

Handle, compile, updates, records and analyze new joiner all related personality test.

2. ONBOARDING AND INDUCTION

Monitor on boarding process and induction content session handle by talent team to new joiner.

Set up and develop induction program or as appropriate agenda

3. FOREIGN WORKER MANAGEMENT

Manage the foreign worker application quota by liaising with the agency and related manager to ensure a smooth process and accordingly to government rules and regulations.

Perform periodical audit on foreign workers accommodation in the hostel, etc.

Oversee other jobs /issues pertaining to expatriate and foreign workers (embassy, KPM,& Immigration)

Ensure the foreign workers renew passports and permits updated accordingly to SOCSO & Immigration

4. COORDINATE TALENT POOL & STAFFING PLANNING

Assess current workforce and maximizes staff productivity

Provides a competitive edge in the market

·Improves the quality of new hires

Reduces turnover by determine staffing shortfalls and report job vacancies and scheduling problems to Human resources

Drives career and skills development

Fosters a more engaged and satisfied workforce by addressing employee concerns, resolving conflicts and promoting a supportive work culture.

5. MONITOR STAFF DISCREPANCIES

Handle conflicts or discrepancies between employee goals and organizational vision

Manage proper investigating process, providing coaching and support to managers and employees as needed.

Implement monitoring and adjustment corrective plan and disciplinary actions when necessary, ensuring fairness and consistency.

6. HANDLE PROPER OF DOMESTIC INQUIRES PROCESS

Update with latest procedure of DI process especially from Human Resource Department

Strengthening the employment framework in the company.

Consult with experts in employment laws and regulations.

7. TRAINING NEEDS ANALYSIS:

Conduct thorough assessments to identify skill gaps and training requirements across different levels and departments

Collaborate with department heads and managers to understand specific training needs aligned with organizational goals and objectives.

Utilize surveys, interviews, and performance evaluations to gather data and feedback for training program development.

Ensure training content aligns with organizational objectives, policies, and industry best practices.

8. TRAINING AND DEVELOPMENT

Design, implement, and oversee training and development programs for employees within the organization and foster professional growth.

Prepare training materials, manuals, presentations, training agenda, participant manuals, logistic for training sessions including schedules, venue arrangement equipment set up, multimedia visual aids to support training sessions and certificate attendance

Facilitate training sessions effectively, either in person or virtually, ensuring engagement and knowledge retention.

Manage communication channels related to training initiatives, including sending out invitations, reminders, and pre and post-training evaluations.

Implement evaluation mechanisms to assess the effectiveness of training programs and identify areas for improvement.

Collect feedback from participants on training impact and relevance.

Ensure training programs comply with regulatory requirements, industry standards, and internal policies.

Maintain accurate records of training activities, attendance, training database and certifications for auditing and reporting purposes.

9. PERFORMANCE EVALUATION AND FEEDBACK:

Review job description to ascertain that it is accurate and up-to date, make corrections where needed and review with evaluate.

Acknowledgement of this evaluation attests agreement to identified tasks and functions as outlined in the job description

Identify staff performance consistently comply and meets the expectations

Identify and categories improvement need for all evaluation report

Ensure all leaver participate in a comprehensive exit interview conducted by the Talent team

Train Talent Team members on effective exit interview techniques to gather valuable feedback.

Develop and implement corrective action plans to address employee concerns and reduce turnover

Generate off boarding staff reports that summarize exit interview findings and action plans.

Maintain confidentiality of exit interview information to encourage honest feedback

Administration and Ad Hoc Tasks:

Oversee and Handle ad hoc tasks assigned by company directors, or other administrative duties as needed.

Qualification/Requirement:

• At least 5 years in HR experience
• Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field
• Solid knowledge of Malaysian labor laws, IR and regulations
• Good track record in building professional relations hips and strong credibility.
• Expert in SQL payroll system, handling HRDF grant and claim application & experience in education sector is an advantage

Required skills

• Excellent communication with the ability to interact well at all levels
• Good decision making in HR related issues
• Ability to foster healthy employee relationship
• Strong analytical and problem-solving skills
• Independent, good listener, result oriented, multitasking, excellent in self-disciplined, time management and resourceful
• Possess a leadership attitude and aptitude

Unlock job insights

Your application will include the following questions:

• Which of the following statements best describes your right to work in Malaysia?
• What's your expected monthly basic salary?
• Which of the following types of qualifications do you have?
• How many years' experience do you have as a Talent Management Executive?