1. Strategic HR Leadership
•Partner with senior leadership to align HR strategy with business objectives across all business units/outlets.
•Lead and develop the HR team, ensuring smooth and efficient HR operations organization-wide.
•Develop and implement HR strategies, policies, and procedures tailored to the organization's needs.
•Lead HR project initiatives, including policy updates and HRIS system implementation.
2. Recruitment & Talent Acquisition
•Oversee the full recruitment cycle: job postings, sourcing, screening, interviewing, and onboarding.
•Design and implement strategies to attract and retain top talent.
•Manage offboarding processes to ensure smooth, compliant employee exits.
3. Payroll & Compensation Management
•Perform full-spectrum payroll processing across all outlets/business units, ensuring accuracy and timeliness.
•Ensure timely submission of statutory payroll reports (Income Tax, HRDF, EPF, SOCSO, or local equivalents).
•Verify attendance, leave, overtime, and allowance records for payroll accuracy.
•Administer employee benefits (health insurance, retirement plans, and other perks) and conduct market research to maintain competitive compensation packages.
4. Performance Management & Training
•Develop and execute performance appraisal systems, guiding managers on goal setting and employee growth plans.
•Facilitate annual performance review and confirmation processes.
•Identify training needs and coordinate onboarding, skills development, and leadership programs.
5. Employee Relations & Engagement
•Serve as the primary point of contact for employee concerns, grievances, and disputes.
•Mediate conflicts and conduct investigations, recommending fair and consistent corrective actions.
•Handle disciplinary matters and terminations in accordance with company policy.
•Design and drive employee engagement initiatives, recognition programs, and team-building activities to foster a positive workplace culture.
6. Compliance & Risk Management
•Ensure full compliance with local labour laws, employment regulations, and internal HR policies.
•Maintain accurate employee records and submit required regulatory/statutory reports.
•Keep HR policies and employee handbooks updated in line with legal requirements (e.g., Employment Act amendments).
7. Finance & Administrative Oversight
•Support month-end closing processes and timely preparation of financial reports.
•Assist with financial forecasting, budgeting, and cash flow monitoring.
•Liaise with bankers, company secretaries, auditors, tax advisors, and government authorities as needed.
•Oversee general office administration, including procurement, vendor contracts, and facilities management.
•Organize company events and manage administrative staff.
•Maintain compliance with relevant quality standards (e.g., ISO 9001:2015) and coordinate related audits.
Requirements
Job Requirements:
•Bachelor's degree in Business, Accounting, Human Resources or related field.
•Minimum 10+ years of progressive HR experience, including experience managing HR across multiple outlets/business units.
•Proven experience handling full-spectrum payroll and statutory compliance (Income Tax, HRDF, EPF, SOCSO, or local equivalents).
•Experience combining HR leadership with finance, payroll, or administrative oversight is highly advantageous.
•Strong knowledge of local labour laws (e.g., Employment Act and amendments).
•Familiarity with HRIS and HR management systems.
•Multilingual capability (e.g., English and Bahasa Melayu)
Key Skills & Competencies
•Strategic HR planning and business partnering
•Full-spectrum payroll and compensation management
•Employee relations and conflict resolution
•Performance management and training & development
•Strong leadership and team management skills
•Compliance and regulatory knowledge
•Attention to detail and time management
•Cross-functional coordination (HR, finance, and administration)
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