Government jobs in Malaysia

The Senior Executive, HR Services (Recruitment and Operations) is responsible as an HR Services Category Partner for overseeing comprehensive HR Services across recruitment and operations for designated business divisions and departments within the Company.

Job Responsibilities

Talent Acquisition

End-to-end Recruitment: Proactively lead and complete end-to-end recruitment activities for designated divisions and departments, including job posting, sourcing, interviewing, candidate selection, and reference checks until the new joiner reports for duty. Ensure adherence to manpower hiring approval processes for all positions, including the hiring of Protégé.

Stakeholder Engagement: Partner with hiring managers to define role requirements and provide support on recruitment strategies and workforce planning, aligning with the company’s objectives.

Job Analysis: Conduct job analyses to identify the responsibilities, skills, and qualifications required for various roles, providing a foundation for accurate role descriptions and assessments.

Job Evaluation: Assist in job evaluations by assessing the value and complexity of different roles to determine appropriate compensation levels for hiring, grades, and hierarchical placement.

Conversion of Employment Terms: Coordinate the absorption of Protégé trainees or contract staff into permanent positions, supporting the necessary approvals and assessments.

Candidate Pipeline Management: Maintain a proactive approach to building and nurturing talent pipelines, utilizing various channels to attract qualified candidates (including job boards, LinkedIn, career fairs, and partnerships) and updating the necessary trackers.

Employment Branding: Contribute to strengthening CIMA’s employer brand by promoting EVP initiatives, attending career fairs, and maintaining relationships with academic institutions.

Invoice Processing: Process invoices and new supplier registration relating to recruitment.

Protégé Initiatives and Management: Key Personnel in liaising with the related government agencies on the recruitment of Protégés.

Manpower Hiring Approvals: Administer and track hiring approvals across executive, non-executive, and Protégé absorption categories, ensuring proper documentation and approval workflows.

HR Operations & Process Management

Employee Transfer Coordination: Facilitate internal transfers, obtaining necessary approvals and coordinating with respective departments for a smooth transition.

Additional Allowance Responsibilities Administration: Process acting allowances for employees temporarily taking on additional responsibilities, ensuring alignment with HR policies.

Promotions & Job Upgrades: Manage documentation and approval processes for employee promotions and job grade adjustments, supporting career growth initiatives.

Confirmation of Employment: Oversee the probationary review process and obtain final confirmation approvals for employees transitioning to confirmed status.

Onboarding & Offboarding: Onboarding processing for new hires, ensuring all facilities needed are provided on the joining day to allow smooth integration into CIMA’s culture. Also process offboarding processes, including exit clearances, exit interviews, and documentation, to capture insights for improving employee retention.

Claim and Allowance Management: Administer and process employee claims in alignment with company policies.

Employee Relations Support: Work closely with IR on employee-related issues, assisting and supporting wherever required.

HR Compliance & Reporting

Employee Lifecycle Administration: Manage operational tasks across the employee lifecycle for the designated category, including contract administration, record-keeping, and updates to employee data in HR systems. Process job change transactions on reporting changes, organization changes, confirmation, promotion, transfer, transfer, etc. Raise reports on various leave computations when required (on resignation, retirement, end of contract, etc.)

Data Management and Reporting: Maintain accurate HR Services metrics, preparing regular reports on recruitment status, onboarding, turnover rates, and other key HR indicators for the designated category.

Data Integrity and Compliance: Ensure data accuracy and compliance with relevant regulations and internal policies, handling sensitive employee data with confidentiality.

Regulatory Compliance: Ensure all HR Recruitment and Operations comply with labor laws and company policies, especially concerning employee data, contract terms, and role transitions.