Senior Human Resources Manager

Company Confidential; Penang; On-site; MYR 350,000 - 520,000; Full time

Job summary

Company Confidential is seeking a Senior Manager, Human Resources to lead the HR function across multiple manufacturing facilities. You will partner with Operations Leaders to translate business strategies into workforce plans, drive organizational effectiveness, talent management, engagement, and labor relations while ensuring compliance and change management across sites.

You will build and coach a high-performing HR organization, implement workforce planning and analytics, governance, and

Qualifications

• 15+ years of progressive HR experience with at least 5 years in a senior HR leadership role.
• Significant experience supporting manufacturing, operations, or industrial environments.
• Strong experience in employee relations, labor relations, workforce planning, talent management, and organizational effectiveness.

Responsibilities

• Serve as the primary HR advisor to site leadership teams and translate business strategies into workforce plans.
• Drive workforce readiness, organization design, succession, and capability-building strategies.
• Lead talent management, leadership development, and high-potential programs; influence leadership decisions with analytics and insights.
• Oversee compliant HR practices, governance, audits, and risk management across multiple facilities.
• Lead HR strategy for site readiness and culture transformation; partner with legal and business leaders.

Skills

HR leadership

Employee relations

Labor relations

Workforce planning

Talent management

Organizational development

Change management

HR analytics

Stakeholder management

Communication

Education

Bachelor's degree in HR/Business

Master's degree (advantage)

Job description

The Senior Manager, Human Resources is the strategic HR leader for the organization's manufacturing operations, providing end-to-end HR leadership across multiple manufacturing facilities and support functions. This role partners closely with Operations Leaders and leadership teams to drive business performance through effective workforce strategies, organizational effectiveness, talent management, employee engagement, culture transformation, labor relations, compliance, and change management.

The incumbent leads the HR organization and serves as a trusted advisor to business leaders while ensuring a consistent, scalable, and compliant people strategy across the site.

Key Responsibilities-

Strategic Business Partnership

• Serve as the primary HR advisor to site leadership teams.
• Translate business strategies into workforce and organizational plans.
• Drive workforce readiness, organization design, succession, and capability-building strategies.
• Influence leadership decisions through people analytics and business insights.
• Lead annual workforce planning and talent review processes.
• Provide overall HR leadership for all manufacturing operations and support functions.
• Lead, coach, and develop the HRBP team to deliver high-quality HR support.
• Establish governance, standards, and operating rhythms across the HR organization.
• Ensure alignment and consistency of HR practices across multiple manufacturing facilities.

Talent & Organizational Effectiveness

• Lead talent management, succession planning, leadership development, and high-potential programs.
• Partner with leaders to strengthen organizational capability and leadership bench strength.
• Drive employee engagement and culture initiatives that improve retention and productivity.
• Support organizational restructuring, business transformation, and change initiatives.

Employee & Industrial Relations

• Provide oversight for employee relations and industrial relations matters.
• Lead investigations involving complex employee issues and workplace concerns.
• Partner with legal and business leaders to manage employment risk.
• Maintain positive employee-management relationships and foster a high-performance culture.

Compliance & Risk Management

• Ensure compliance with labor laws, employment regulations, and company policies.
• Oversee site readiness for internal and external audits, compliance reviews, and regulatory requirements.
• Identify organizational risks and implement mitigation plans.
• Support governance activities related to workforce compliance and ethical conduct.

Workforce Planning & Analytics

• Drive workforce planning strategies to support business growth and operational requirements.
• Monitor key workforce metrics including attrition, hiring, productivity, engagement, and labor costs.
• Utilize data and trends to recommend business-focused solutions.
• Lead initiatives to improve retention, workforce stability, and talent availability.

Change Management & Culture

• Champion organizational change and business transformation initiatives.
• Build leadership capability to manage change effectively.
• Drive initiatives that strengthen employee trust, inclusion, accountability, and engagement.
• Foster a culture aligned with organizational values and expected leadership behaviors.

Qualifications-

Education

• Bachelor's Degree in Human Resources, Business Administration, Psychology, Industrial Relations, or a related discipline.
• Master's Degree is an advantage.

Experience

• 15+ years of progressive HR experience with at least 5 years in a senior HR leadership role.
• Significant experience supporting manufacturing, operations, or industrial environments.
• Strong experience in employee relations, labor relations, workforce planning, talent management, and organizational effectiveness.
• Experience leading HR teams across multiple business units or sites.
• Demonstrated success partnering with senior business leaders.

Knowledge & Skills

• Strong business acumen and strategic thinking capability.
• Excellent stakeholder management and influencing skills.
• Deep knowledge of applicable labor and employment regulations.
• Strong change management and organizational development expertise.
• Experience using HR analytics to drive business decisions.
• Strong communication, coaching, and leadership skills.
• Ability to lead through ambiguity and business transformation.

Success Measures-

• Improved employee engagement and retention.
• Strong leadership and succession pipeline.
• Effective workforce planning aligned to business demand.
• Compliance and audit readiness across the site.
• Positive employee and industrial relations climate.
• Strong HR team capability and operational effectiveness.
• Successful execution of site and regional transformation initiatives.

Why This Role is Critical-

• Provides a single point of HR leadership for the entire site operation.
• Builds a strong leadership culture and organizational capability to support business growth.
• Drives workforce readiness, employee engagement, compliance, and operational excellence across multiple manufacturing facilities.
• Ensures consistent people practices and governance while enabling leaders to achieve business objectives.