Senior Human Resources Manager (Manufacturing)

Confidential; Perak; On-site; MYR 180,000 - 300,000; Full time

Job summary

A leading manufacturing company in Malaysia is seeking a Senior HR Manager to drive human resources strategies that align with operational goals and ensure compliance with labor regulations. The ideal candidate will have extensive experience in talent management, industrial relations, and SMETA audits, focusing on fostering a high-performance culture. This role requires collaboration with plant management and external stakeholders to optimize workforce efficiency and support organizational growth.

Qualifications

• Minimum 9-10 years of HR experience in manufacturing or industrial environments.
• Proven experience in union relations and collective bargaining.
• Expertise in SMETA/SEDEX audit processes.

Responsibilities

• Lead the full spectrum of HR functions including talent acquisition and employee engagement.
• Drive HR strategies that support operational goals and business expansion.
• Manage industrial relations, ensuring compliance with labor laws.

Skills

Union relations

Talent management

Performance systems

Organizational development

HR analytics

Education

Bachelor's Degree in Human Resources or related field

Professional HR certification (e.g., SHRM, HRCI)

Specialized training in SMETA/SEDEX auditing

Job description

About the Role

The role is a strategic member of the Group Human Resources team, responsible for delivering comprehensive HR solutions that drive operational excellence, employee engagement, and sustainable business growth. This role serves as the primary HR interface for the plant operations, ensuring alignment between human capital strategies and business objectives. The role leads the full spectrum of HR functions including talent acquisition, compensation & benefits, performance management, learning & development, employee engagement, industrial relations, and compliance management. The role requires deep collaboration with plant management, Group HR, and external stakeholders to create a high performance culture while maintaining regulatory compliance and ethical standards. This position is critical in supporting plant’s operational efficiency and growth trajectory, ensuring that HR practices are agile, compliant, and aligned with the company’s values and strategic priorities across all business verticals.

Key Accountabilities:

1. Strategic HR Partnership & Business Alignment

Business-Driven HR Strategy

• Partner with Plant Management to develop and execute HR strategies that directly support operational goals, productivity targets, and business expansion initiatives.
• Lead strategic workforce planning including organizational design, succession planning, and talent pipeline development to meet current and future business needs.

Stakeholder Engagement & Consultation

• Serve as the primary HR advisor to plant leadership, providing strategic guidance on people-related decisions, organizational changes, and employee relations matters.
• Collaborate with Group HR to ensure plant-level initiatives align with enterprise-wide HR policies and best practices.

2. Talent Acquisition & Workforce Optimization

End-to-End Talent Management

• Drive innovative recruitment strategies and employer branding initiatives to attract, select, and onboard top talent within defined timelines and quality standards.
• Partner with hiring managers to identify manpower requirements, optimize organizational structures, and enhance resource utilization aligned with business direction.

Employer Brand & Pipeline Development

• Execute employer branding activities including university partnerships, career fairs, and strategic talent pipeline development to ensure sustainable talent supply.
• Lead comprehensive onboarding and integration programs to accelerate new employee productivity and engagement.

Foreign Worker Management

• Oversee foreign worker lifecycle management including manpower planning, permit applications, renewals, cancellations, FOMEMA compliance, and disciplinary processes.

3. Compensation, Benefits & Performance Excellence

Compensation Strategy & Market Intelligence

• Collaborate with Group HR and Plant Management on annual compensation reviews, bonus structures, promotion exercises, and market benchmarking to ensure competitive positioning.
• Provide analytical insights and recommendations on compensation-related decisions using market data and business intelligence.

Performance Management & Culture

• Implement and drive performance management systems including KPI setting, competency development, and performance-linked reward structures.
• Foster a high-performance culture through effective goal alignment, continuous feedback, and development-focused performance conversations.

4. Learning, Development & Organizational Capability

Capability Building & Succession Planning

• Design and implement comprehensive learning and development programs including leadership development, managerial training, and technical skill enhancement.
• Lead talent identification and succession planning for critical positions, ensuring business continuity and internal mobility opportunities.

Training Strategy & Budget Management

• Conduct training needs analysis and develop annual training budgets and programs that build organizational capabilities and support career development.
• Partner with Group HR on enterprise-wide development initiatives including coaching, mentoring, and leadership programs.

5. Employee Engagement & Culture Development

Engagement Strategy & Implementation

• Design and execute employee engagement initiatives including recognition programs, team building activities, and communication forums to foster positive workplace culture.
• Measure and analyze engagement metrics, implementing targeted interventions to enhance employee satisfaction and retention.

Change Management & Communication

• Lead organizational change initiatives, ensuring effective communication and employee buy-in for business transformation and process improvements.

6. Industrial Relations & Compliance Management

Labor Relations & Union Management

• Manage industrial relations including union negotiations, collective bargaining agreements, and grievance resolution processes.
• Provide expert guidance on employment regulations, labor laws, and collective agreements while maintaining positive labor relations.

Regulatory Compliance & Risk Management

• Ensure full compliance with state and federal employment regulations, statutory requirements, and company policies.
• Lead domestic inquiries and disciplinary processes in collaboration with Group HR and legal counsel.

7. Ethical Standards & Audit Leadership

SMETA/SEDEX Audit Management

• Lead and coordinate SMETA (Sedex Members Ethical Trade Audit) and SEDEX (Supplier Ethical Data Exchange) vendor audits, ensuring full compliance with ethical trading standards.
• Develop and implement corrective action plans to address audit findings and maintain certification standards.
• Serve as the primary liaison with external auditors and certification bodies.

Ethical Trading & Social Compliance

• Establish and maintain ethical employment practices including fair labor standards, health and safety protocols, and environmental responsibility.
• Monitor and report on social compliance metrics and sustainability initiatives.

8. HR Operations & Digital Enablement

HRIS & Process Optimization

• Oversee monthly payroll, claims processing, and statutory compliance including EPF, SOCSO, and EIS submissions.
• Ensure accurate and timely HRIS data management to support organizational effectiveness and reporting requirements.

HR Analytics & Reporting

• Develop HR dashboards and analytics to track key metrics including turnover, engagement, training effectiveness, and compliance status.
• Use data-driven insights to recommend and implement HR process improvements.

Required Qualifications:

Education & Professional Credentials

• Bachelor's Degree in Human Resources, Business Administration, Industrial
• Relations, or related field
• Professional HR certification (SHRM, HRCI, or equivalent) preferred
• Specialized training in SMETA/SEDEX auditing and social compliance

Experience Requirements

• Minimum 9-10 years of progressive HR experience in manufacturing or industrial environments
• Proven experience in union relations, collective bargaining, and industrial relations management
• Demonstrated expertise in SMETA/SEDEX audit processes and ethical trading compliance
• Strong background in talent management, performance systems, and organizational development
• Experience managing foreign worker programs and regulatory compliance