Senior Manager / Manager, Human Resource

Aham Capital; Kuala Lumpur; On-site; MYR 90,000 - 130,000; Full time

Job summary

Aham Capital is seeking a senior HR leader to shape the organization’s people agenda and employee experience. You will design and implement integrated talent, development, and performance management strategies to attract, develop, and retain a high-performing, inclusive workforce.

Responsibilities include transitioning to a real-time feedback model, building leadership coaching frameworks, and driving DEI across the organization, while ensuring regulatory compliance and data-driven decision

Qualifications

• Bachelor's degree in HRM, business, or related field with 7–10 years of HR experience.
• Experience in multinational or shared services environments is preferred.
• Strong knowledge of employment laws and HR best practices.
• Data-driven approach to performance and engagement initiatives.
• Proven ability to drive operational efficiency and strategic HR programs.

Responsibilities

• Design, develop, and implement integrated talent, development, and performance management strategies.
• Transition to continuous real-time feedback models and enable coaching at managerial level.
• Lead talent management, succession planning, and workforce planning initiatives.
• Drive DEI and inclusive policies across the organization.
• Analyze turnover data and implement targeted retention improvements.

Skills

HR leadership

Performance management

Employee engagement

HR analytics

Policy development

Regulatory compliance

Diversity & inclusion

Stakeholder management

Education

Bachelor's degree in HR Management or related field

Tools

HRIS

MS Excel

Job description

This role plays a strategically vital part in shaping the organization’s people agenda and overall employee experience. The position is responsible for designing, developing, and implementing integrated talent, development, and performance management strategies to ensure the organization attracts, develops, and retains a high-performing and inclusive workforce.

Responsibilities

1. Performance Management & Enablement

• Lead the transition from traditional annual performance reviews to a continuous, real-time feedback model to promote agility and clarity in expectations.
• Design and implement performance management strategies and tools that align individual contributions with company objectives, using frameworks such as OKRs or SMART goals.
• Develop coaching frameworks and tools to enable managers as the primary drivers of performance and employee development.
• Ensure performance management processes are data-driven by leveraging analytics to identify trends, gaps, and improvement opportunities.
• Conduct 360-degree feedback surveys for the leadership team.

1. Performance Management & Enablement

• Lead the transition from traditional annual performance reviews to a continuous, real-time feedback model to promote agility and clarity in expectations.
• Design and implement performance management strategies and tools that align individual contributions with company objectives, using frameworks such as OKRs or SMART goals.
• Develop coaching frameworks and tools to enable managers as the primary drivers of performance and employee development.
• Ensure performance management processes are data-driven by leveraging analytics to identify trends, gaps, and improvement opportunities.
• Conduct 360-degree feedback surveys for the leadership team.

2. Talent Management & Succession Planning

• Develop and execute the employee talent value proposition to ensure alignment between HR policies and organizational goals.
• Establish and manage leadership talent pipelines and succession planning frameworks to support long-term organizational sustainability.
• Oversee workforce planning and talent acquisition strategies to identify and address critical skills and capability gaps.
• Implement inclusive talent strategies to strengthen diversity, equity, and inclusion (DE&I) across the organization.

3. Employee Engagement & Retention

• Design, implement, and monitor initiatives that enhance employee engagement and overall work satisfaction (e.g., Voice of Employee and employee experience programs).
• Analyze turnover and retention data to identify potential flight risks and develop targeted intervention plans.

Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• Minimum of 7–10 years of HR experience, with at least 3 years in a managerial or leadership role.
• Preferably experienced in multinational corporations (MNCs) and/or shared services environments.
• Strong understanding of local and international employment laws, regulatory requirements, and HR best practices.
• Proven ability to drive operational efficiency, manage people effectively, and deliver strategic HR initiatives.
• High level of integrity, accountability, and follow-through.
• Proactive, organized, resourceful, and detail-oriented.

We value diversity and inclusion by bringing together talented individuals from diverse backgrounds and experiences. We’re dedicated to equal opportunity, assessing candidates based only on their skills and qualifications, regardless of ethnicity, religion, gender, or nationality.