Senior Human Resources (HR) Manager

SOLS 24/7 Group; Kuala Lumpur; On-site; MYR 89,000 - 112,000; Full time

Job summary

SOLS Energy in Kuala Lumpur is seeking a Senior HR Manager to lead the HR Department and own the end-to-end people lifecycle. You will ensure payroll accuracy, statutory compliance, and strategic workforce planning across multiple brands.

The role requires strong leadership, English and Bahasa Malaysia fluency, and deep knowledge of Malaysian employment law. This is a full-time, on-site opportunity with a market-competitive RM 8,000–RM 10,000 monthly salary.

Qualifications

• Fluent English and Bahasa Malaysia, written and spoken.
• Degree in HRM or related field is preferred.
• Strong leadership and people-management capabilities.

Responsibilities

• Lead and own the HR Department; set direction and standards.
• Oversee payroll, attendance, and statutory compliance.
• Drive manpower planning, recruitment, onboarding across brands, and retention.
• Manage performance management, PDS, reviews and career progression.
• Handle discipline, employee relations and case management.
• Advise managers on people risk and compliance.
• Lead employee experience, pulse surveys, and wellbeing initiatives.
• Maintain HR data dashboards and monthly reports for CEO.
• Oversee contract lifecycle, offboarding and exits.
• Maintain operating rhythm with daily/weekly/monthly routines.

Skills

Fluent English

Bahasa Malaysia

People leadership

Education

Degree in Human Resource Management or related field

Job description

# Senior Human Resources (HR) ManagerFull-timeKuala LumpurRM 8,000 - RM 10,000## Role SummaryThe Senior HR Manager is the leader and single accountable owner of the Human Resources Department across SOLS Group. Reporting directly to CEO, the role makes sure SOLS has the right people, in the right roles, managed under clear and consistently applied standards — so that every brand can execute its plan without people-related disruption, legal exposure or loss of culture.At its best, HR at SOLS is structured, firm and trusted. Leaders feel supported and confident managing their teams; payroll and compliance run smoothly; and every team member clearly understands what is expected of them and the consequences of not meeting those expectations. The Senior HR Manager holds both sides of that identity: protecting the organisation while acting as the “Mother of SOLS” — looking after team members’ interests, needs and growth with positivity and fairness (pro-employee, so the company can grow).The role owns the full people lifecycle — manpower planning, recruitment, onboarding, contracts, attendance and discipline, payroll and statutory compliance, performance management (PDS, reviews, PIPs), career progression, employee relations, engagement and exits — and turns these into simple, documented systems that scale with the Group.## In this role you will:**1. Lead and Own the HR Department*** Act as Head of the HR Department: set direction, priorities and standards; one owner for every HR outcome.* Maintain the HR Department Identity (purpose, daily/weekly/monthly routines, standards, decision rights) and keep it current in the Business Identity Framework.* Coach, develop and hold accountable the HR Manager, Talent Acquisition and HR Executives; manage their capacity across brands.* Represent HR in leadership forums and provide the CEO with structured, timely updates.**2. HR Hygiene: Records, Attendance, Payroll & Statutory Compliance*** Own accuracy of employee records, contracts and documentation for every SOLS entity.* Oversee attendance, punctuality, leave administration and absenteeism tracking; review trends weekly.* Prepare, verify and finalise payroll inputs accurately and on time each month, in partnership with Finance.* Ensure all statutory submissions (EPF, SOCSO, EIS, PCB/MTD, HRD Corp and others) are complete and on time; maintain a statutory compliance calendar.* Interpret and apply the Employment Act 1955 (as amended), Industrial Relations Act 1967 and related labour law; keep SOLS policies aligned with legal changes.**3. Manpower Planning, Recruitment & Onboarding*** Oversee the SOLS Group Recruitment Tracker; drive closure of open roles (20+ open at peak in 2026) with clear time-to-fill targets for critical roles.* Own the recruitment process: JDs, sourcing (incl. LinkedIn and AI-assisted headhunting), shortlisting, structured interviews, assessment sheets and offers within approved budgets.* Run a consistent onboarding programme so new hires understand the Credo, BOSS Framework and their department identity in week one.**4. Performance Management, PDS & Career Progression*** Own the performance management calendar: PDS reviews, probation confirmations/extensions and PIPs completed on schedule.* Partner with the Performance Department and line managers so reviews are evidence-based and consistent across brands.* Build and maintain the Growth Plan / Career Progression Plan, steps and salary linked to capability, effort, discipline, intelligence and character and the principle that team members earn more by bringing more value (cost vs. revenue centres).* Recommend salary bands, increments and promotions to CEO; never commit outside approved ranges.**5. Discipline, Employee Relations & Case Management*** Set and reinforce clear expectations on behaviour, attendance and performance; communicate consequences firmly and fairly.* Manage disciplinary matters within policy (warnings, show-cause, PIPs) and run domestic inquiries properly when required.* Track all open HR cases to closure without long backlogs or repeated escalations.* Prepare high-risk cases (terminations, non-confirmations, retrenchments) with full documentation for CEO decision.**6. Manager Advisory & People Risk*** Act as trusted advisor to directors and managers on people decisions; give clear, compliant guidance quickly.* Identify people-related, legal and compliance risks early and propose mitigations.* Hold weekly alignment with managers on people issues and priorities; equip them to have difficult conversations themselves.**7. Employee Experience, Pulse & Wellbeing*** Run the weekly pulse check and the Monthly HR Pulse Check Report for CEO; extend pulse reporting per brand.* Share people's insights transparently (e.g. Slack) and make sure leaders acknowledge, respond and act.* Lead engagement and culture initiatives (e.g. Family Day, recognition, celebrating small wins) and employer-brand items such as Glassdoor.* Monitor workload and burnout signals using Capacity Management principles; protect team happiness and wellbeing.**8. HR Data, Reporting & Insights*** Maintain HR dashboards: headcount, hires, exits, attrition, time-to-fill, payroll accuracy, PDS completion, case backlog, pulse scores.* Provide monthly HR reports to CEO and management with clear actions, not just data.* Use data to find root causes of recurring people problems (Systems Thinking) and fix the system.**9. Contract Lifecycle, Offboarding & Exits*** Manage contracts, renewals, transfers between entities and role changes with correct documentation.* Run consistent offboarding: exit interviews, clearance, asset return, final pay and statutory forms.* Analyse exit reasons and feed lessons back into recruitment, management and policy.**10. Operating Rhythm*** **Daily:** reinforce expectations; monitor attendance and hygiene; address issues before they escalate; support leaders; protect confidentiality.* **Weekly:** review attendance/discipline trends; follow up open cases, PIPs, confirmations and exits; check recruitment progress; align with managers; check statutory deadlines; update trackers.* **Monthly:** finalise payroll; complete statutory submissions; review headcount and attrition; track PDS milestones; close HR hygiene gaps; report to CEO; improve SOPs.## To be shortlisted for this position, you will need to have:**Essential*** Degree in Human Resource Management, Business, Psychology, Law or a related field (or equivalent proven experience).* Minimum 10 years of progressive HR experience, including at least 3 years leading an HR team end-to-end.* Strong working knowledge of Malaysian employment law and statutory requirements: Employment Act 1955 (as amended), Industrial Relations Act 1967, EPF, SOCSO, EIS, PCB/MTD, HRD Corp.* Proven experience handling discipline, domestic inquiries, terminations and employee relations cases with full documentation.* Hands-on payroll oversight and statutory submission experience.* Experience supporting multiple business units, entities or locations at the same time.* Comfortable building trackers, dashboards and reports (Google Sheets/Excel); data-driven decision making.* Fluent in English and Bahasa Malaysia, written and spoken.* High integrity and absolute discretion with confidential information.**Preferred*** Professional HR certification (e.g. CHRP, MIHRM membership or equivalent).* Experience in a social enterprise, NGO, start-up or fast-scaling SME.* Experience managing field / blue-collar workforces (installers, wiremen, technicians, sales teams) — e.g. solar, construction, M&E or logistics.* Experience implementing an HRIS or People Management System, and using AI tools for recruitment and HR operations.* Exposure to regional HR (e.g. Indonesia) or multi-entity group structures.* Experience building career progression frameworks and salary bands.## What's great about this opportunity?* A fair remuneration package.* Work in an agile-driven environment alongside a diverse team who will support your job growth.* Contribute directly to improving the lives of B40 communities, as a part of a #madetoimpact organisation.### About SOLS EnergyBe part of SOLS Energy, a leader in renewable energy committed to a greener future. We seek innovators and problem-solvers to help homeowners transition to clean energy and expand access in rural areas. Your work will contribute to creating green jobs and empowering economically disadvantaged communities.## Apply for this Position