Senior HRBP Director

Businesslist; Kuala Lumpur; Hybrid; MYR 540,000 - 660,000; Full time

Benefits offered by this job

Permanent employment contract

Salary range MYR 540000–660000

Basic benefits

Job summary

Businesslist is seeking an experienced Strategic HR Business Partner in Malaysia to partner with the CEO and executive team. You will translate business priorities into actionable HR plans, drive organizational design, workforce planning, and leadership development, and influence senior leaders on people-related risks.

You will lead HR initiatives across organizational design, talent management, and performance management, ensuring governance, compliance, and effective change management as the

Qualifications

• Master's degree, MBA, or relevant HR professional certification is an advantage.
• Typically 12-15 years of progressive HR experience, with substantial experience in strategic HR business partnering.
• At least 5 years of experience in senior HRBP leadership, HR management, or a comparable senior leadership role.
• Proven track record partnering with C-suite executives and senior business leaders.
• Strong experience in organizational design, workforce planning, talent management, succession planning, and change management.
• Demonstrated experience leading HR teams and managing complex employee relations matters.
• Strong understanding of employment legislation, HR governance, and people-related business risks.
• Regional or multi-country HR experience is an advantage for organizations operating across multiple markets.

Responsibilities

• Partner with the CEO, executive team, and business unit leaders to develop and execute people strategies aligned with business priorities.
• Translate business objectives into actionable HR plans, workforce strategies, and organizational initiatives.
• Provide strategic counsel on leadership effectiveness, organizational capability, workforce productivity, and people-related business risks.
• Challenge and influence business leaders to strengthen people management practices and organizational performance.
• Represent HR in senior leadership meetings, business reviews, and strategic planning discussions.
• Lead organizational design, restructuring, workforce optimization, and change management initiatives.
• Develop workforce plans that address current and future business requirements, critical skills, and resource allocation.
• Assess organizational structures, spans of control, layers, and role clarity to improve operational efficiency.
• Partner with finance and business leaders on headcount planning, workforce costs, and productivity improvement.
• Support business transformation, mergers, acquisitions, integration, and other organizational changes where applicable.
• Lead strategic talent reviews, succession planning, and leadership pipeline development.
• Identify critical roles, high-potential employees, and capability gaps across the organization.
• Partner with Talent Acquisition and Learning & Development teams to strengthen recruitment, retention, and leadership development.
• Drive career development, internal mobility, talent deployment, and workforce capability-building initiatives.
• Monitor succession readiness and develop mitigation plans for critical talent and leadership risks.
• Drive a performance-oriented culture aligned with business objectives, accountability, and measurable outcomes.
• Partner with business leaders to establish performance expectations, review talent outcomes, and address performance gaps.
• Coach managers on performance improvement, employee development, and effective people leadership.
• Analyze workforce productivity, organizational effectiveness, and performance trends to recommend improvements.
• Ensure consistent application of performance management frameworks across business units.

Skills

Strategic HR partnership

Organizational design

Workforce planning

Talent management

Succession planning

Change management

Leadership coaching

Employee relations

Education

Master's degree

MBA

HR certification

Job description

A. Strategic HR Business Partnership

• Partner with the CEO, executive team, and business unit leaders to develop and execute people strategies aligned with business priorities.
• Translate business objectives into actionable HR plans, workforce strategies, and organizational initiatives.
• Provide strategic counsel on leadership effectiveness, organizational capability, workforce productivity, and people-related business risks.
• Challenge and influence business leaders to strengthen people management practices and organizational performance.
• Represent HR in senior leadership meetings, business reviews, and strategic planning discussions.

B. Organizational Design and Workforce Planning

• Lead organizational design, restructuring, workforce optimization, and change management initiatives.
• Develop workforce plans that address current and future business requirements, critical skills, and resource allocation.
• Assess organizational structures, spans of control, layers, and role clarity to improve operational efficiency.
• Partner with finance and business leaders on headcount planning, workforce costs, and productivity improvement.
• Support business transformation, mergers, acquisitions, integration, and other organizational changes where applicable.

C. Talent Management and Succession Planning

• Lead strategic talent reviews, succession planning, and leadership pipeline development.
• Identify critical roles, high-potential employees, and capability gaps across the organization.
• Partner with Talent Acquisition and Learning & Development teams to strengthen recruitment, retention, and leadership development.
• Drive career development, internal mobility, talent deployment, and workforce capability-building initiatives.
• Monitor succession readiness and develop mitigation plans for critical talent and leadership risks.

D. Performance Management and Organizational Effectiveness

• Drive a performance-oriented culture aligned with business objectives, accountability, and measurable outcomes.
• Partner with business leaders to establish performance expectations, review talent outcomes, and address performance gaps.
• Coach managers on performance improvement, employee development, and effective people leadership.
• Analyze workforce productivity, organizational effectiveness, and performance trends to recommend improvements.
• Ensure consistent application of performance management frameworks across business units.

E. Employee Relations and Risk Management

• Provide strategic guidance on complex employee relations matters, disciplinary cases, grievances, and workplace investigations.
• Advise leaders on employment practices, employee disputes, organizational changes, and people-related risks.
• Ensure HR decisions and practices comply with applicable employment legislation and company policies.
• Promote fair, consistent, and legally compliant employee management practices.
• Identify emerging workforce risks and recommend appropriate preventive measures.

The Successful Applicant

• Master's degree, MBA, or relevant HR professional certification is an advantage.
• Typically 12-15 years of progressive HR experience, with substantial experience in strategic HR business partnering.
• At least 5 years of experience in senior HRBP leadership, HR management, or a comparable senior leadership role.
• Proven track record partnering with C-suite executives and senior business leaders.
• Strong experience in organizational design, workforce planning, talent management, succession planning, and change management.
• Demonstrated experience leading HR teams and managing complex employee relations matters.
• Strong understanding of employment legislation, HR governance, and people-related business risks.
• Regional or multi-country HR experience is an advantage for organizations operating across multiple markets.

What's on Offer

• Permanent employment contract.
• Salary of MYR 540000 to MYR 660000.
• Basic benefits.

ContactSara AfzalQuote job refJN-102026-7129483Phone number6012 326 4054