Human Resouces jobs in Malaysia

Responsible for supporting a specific function and business unit in addressing their human resources related needs.

• Business partner to senior leaders / people managers to support organisation effectiveness by implementing solutions aligned to the overall people strategy
• Advise and counsel on a broad range of HR matters, issues and challenges faced by senior leaders and people managers
• Assist senior leaders and people managers in building key organizational capabilities
• Support employee engagement activities which may include planning, organizing and / or speaking at company events
• Champion change management and growth mindset
• Champion career development processes and initiatives to improve talent development
• Oversee budget and headcount reporting for senior leaders and partner with Finance to drive alignment with all budgets and forecasts
• Leverage on data insights to interpret and analyse data to assist in making appropriate business decisions based on HR metrics and trends for business unit
• Provide thoughtful and effective coaching to senior leaders and people managers on performance management, structural and staffing issues, including compensation, organisation design
• Direct business leaders/people managers to self‑service leveraging on existing tools

• Partner across HR and business leaders to develop a workforce plan enabling the best resourcing strategy aligned to business objectives
• Lead and guide workforce and talent management activities, including and not limited to Organisation & People Review (OPR), succession planning and Total Compensation Review (TCR) in collaboration with compensation specialist
• Support senior leaders to hire, develop and retain senior talent
• Work with Global CoE on international assignment/mobility for target employee segments

• Leverage people analytics to generate actionable insights on employee engagement, productivity, attrition and team effectiveness
• Interpret data to influence business decisions and build future‑proof workforce strategies
• Ensure data is used responsibly and in compliance with privacy and ethical guidelines

• Handle and resolve employee relation matters escalated by HR advisors
• Analyse and address root cause of employee escalation, where necessary looking for trends and make recommendations for change in policies and practices as appropriate; conduct thorough investigations as needed
• Work with people manager to manage performance improvement plan (PIP)

• Handle onboarding and international assignment for senior leaders
• Provide the necessary ‘human touch’ for significant employee life cycle events for target segments, e.g. retirement for long tenure employees, long absence due to personal circumstances, etc.
• Manage redundancy

• Drive organisational agility and support flexible work models (hybrid, remote)
• Lead digital adoption and leverage HR technology for better decision‑making
• Help business leaders in supporting their digital transformation journey
• Develop reskilling and upskilling strategies for emerging roles
• Champion employee experience and well‑being through data‑driven initiatives
• Act as a change partner to implement transformation programs effectively
• Use people analytics to anticipate workforce trends and measure impact

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