Senior HRBP

Michael Page; Kulim; On-site; MYR 90,000 - 130,000; Full time

Benefits offered by this job

Competitive remuneration

Career progression opportunities

Regional/global exposure

Job summary

Michael Page Malaysia is recruiting on behalf of a global technology manufacturer. The HR Business Partner role partners with senior leaders to translate operational priorities into talent strategies, lead talent review and leadership development, and drive performance, employee relations, and change management across manufacturing and engineering teams.

This position offers regional exposure, competitive remuneration, and clear career progression.

Qualifications

• Minimum 8-12 years of progressive HR experience, including significant exposure in an HR Business Partner capacity.
• Experience supporting manufacturing, semiconductor, electronics, engineering, or industrial organizations is highly preferred.
• Proven experience partnering with senior leaders and managing complex stakeholder relationships.
• Demonstrated exposure to organizational development, talent management, succession planning, and employee relations.

Responsibilities

• Partner with business leaders to understand operational priorities and translate them into effective HR strategies and programs.
• Provide coaching and guidance to managers on organizational effectiveness, workforce planning, employee relations, and leadership development.
• Drive people initiatives that support business growth, operational excellence, and workforce productivity.
• Leverage HR metrics and workforce analytics to support decision-making and talent strategies.
• Lead talent review, succession planning, and leadership development initiatives.
• Identify capability gaps and develop action plans to strengthen organizational bench strength.
• Facilitate performance and career development discussions across business units.
• Support organizational design and restructuring projects as required.
• Drive the performance management process and ensure effective goal setting and performance reviews.
• Coach managers on performance improvement strategies and employee development planning.
• Foster a culture of accountability, continuous improvement, and high performance.
• Act as a trusted advisor on employee relations matters and workplace issues.
• Support investigations, disciplinary processes, and conflict resolution while ensuring compliance with company policies and labor regulations.
• Partner with leaders to strengthen employee engagement and retention.
• Promote an inclusive and positive workplace culture.
• Support transformation and change initiatives across the organization.
• Partner with leadership teams to manage change impacts and improve employee adoption of new processes and structures.
• Develop communication and engagement plans that support business transitions.
• Participate in regional and global HR initiatives.
• Ensure compliance with local employment laws, regulations, and company policies.
• Support compensation reviews, salary benchmarking, and annual talent processes.
• Drive continuous improvement of HR programs, policies, and processes.

Skills

HR Business Partner

Talent management

Organizational development

Change management

Employee relations

Workforce analytics

Stakeholder management

Education

Bachelor's degree in HR or related field

Job description

Jora Malaysia will close on 16th September 2026. Thank you for being with us, we are cheering you on as you continue your career journey.

• Partner with business leaders to understand operational priorities and translate them into effective HR strategies and programs.
• Provide coaching and guidance to managers on organizational effectiveness, workforce planning, employee relations, and leadership development.
• Drive people initiatives that support business growth, operational excellence, and workforce productivity.
• Leverage HR metrics and workforce analytics to support decision-making and talent strategies.

Talent Management & Organizational Development

• Lead talent review, succession planning, and leadership development initiatives.
• Identify capability gaps and develop action plans to strengthen organizational bench strength.
• Facilitate performance and career development discussions across business units.
• Support organizational design and restructuring projects as required.

Performance Management

• Drive the performance management process and ensure effective goal setting and performance reviews.
• Coach managers on performance improvement strategies and employee development planning.
• Foster a culture of accountability, continuous improvement, and high performance.

Employee Relations & Workforce Engagement

• Act as a trusted advisor on employee relations matters and workplace issues.
• Support investigations, disciplinary processes, and conflict resolution while ensuring compliance with company policies and labor regulations.
• Partner with leaders to strengthen employee engagement and retention.
• Promote an inclusive and positive workplace culture.

Change Management

• Support transformation and change initiatives across the organization.
• Partner with leadership teams to manage change impacts and improve employee adoption of new processes and structures.
• Develop communication and engagement plans that support business transitions.

HR Projects & Governance

• Participate in regional and global HR initiatives.
• Ensure compliance with local employment laws, regulations, and company policies.
• Support compensation reviews, salary benchmarking, and annual talent processes.
• Drive continuous improvement of HR programs, policies, and processes.

Strategic Business Partnering

• Partner with business leaders to understand operational priorities and translate them into effective HR strategies and programs.
• Provide coaching and guidance to managers on organizational effectiveness, workforce planning, and leadership development.
• Drive people initiatives that support business growth, operational excellence, and workforce productivity.
• Leverage HR metrics and workforce analytics to support decision-making and talent strategies.

Talent Management & Organizational Development

• Lead talent review, succession planning, and leadership development initiatives.
• Identify capability gaps and develop action plans to strengthen organizational bench strength.
• Facilitate performance and career development discussions across business units.
• Support organizational design and restructuring projects as required.

Performance Management

• Drive the performance management process and ensure effective goal setting and performance reviews.
• Coach managers on performance improvement strategies and employee development planning.
• Foster a culture of accountability, continuous improvement, and high performance.

Employee Relations & Workforce Engagement

• Act as a trusted advisor on employee relations matters and workplace issues.
• Support investigations, disciplinary processes, and conflict resolution while ensuring compliance with company policies and labor regulations.
• Partner with leaders to strengthen employee engagement and retention.
• Promote an inclusive and positive workplace culture.

Change Management

• Support transformation and change initiatives across the organization.
• Partner with leadership teams to manage change impacts and improve employee adoption of new processes and structures.
• Develop communication and engagement plans that support business transitions.

HR Projects & Governance

• Participate in regional and global HR initiatives.
• Ensure compliance with local employment laws, regulations, and company policies.
• Support compensation reviews, salary benchmarking, and annual talent processes.
• Drive continuous improvement of HR programs, policies, and processes.

Regional and international exposure within a global organization.Competitive remuneration package and career progression opportunities.

• Minimum 8-12 years of progressive HR experience, including significant exposure in an HR Business Partner capacity.
• Experience supporting manufacturing, semiconductor, electronics, engineering, or industrial organizations is highly preferred.
• Proven experience partnering with senior leaders and managing complex stakeholder relationships.
• Demonstrated exposure to organizational development, talent management, succession planning, and employee relations.

Our client is a global technology manufacturer specializing in advanced electronic solutions supporting some of the world's leading technology and industrial companies. With significant investments in expansion and innovation, the organization is committed to building a high-performance culture that enables sustainable business growth while attracting, developing, and retaining top talent.

Opportunity to partner with senior business leaders in a rapidly growing high-technology manufacturing environment.

Regional and international exposure within a global organization.