HR Manager

**DUTIES AND RESPONSIBILITIES includes**:
**Stakeholders Engagement**

a) Builds strong relationship with ED, GM and site management; understand operational and business need of the Plant and how HR can support the business; aligns and translates business needs into HR strategies and solutions.

b) Drives people strategy and initiatives in partnership with leaders and HRBPs and HRSS in line with people policies, business and operations priority.

c) Act as a 'trusted advisor' to ED, GM and Site Management on people related matters by providing expertise, solution, support and coaching in all aspects / facets of HR management.

d) Provide leadership and support to develop competent and performing local HR BP in all the key functional areas of HR and Lead of HR Support Services

**HR Strategy**

Engages and plan with ED and GM on organisation structure design / re-structuring and manpower requirement and planning / ensure timely manpower supply to production to run at optimal capacity without disruption.

b) Drive and manage HR Support Services to ensure service deliverables are managed according to the service expectation of the internal customer.

c) Plans with HRBP and HR Support Services team to ensure process is continuously reviewed and when needed make changes to improve process efficiency and productivity via process simplification, standardisation, and elimination.

d) Updates and reports to ED / GM on employee relations particularly on demands, queries, grievances, or other issues addressed through MBWA with the objective of nurturing and driving a positive, motivating and employee centric culture workforce.

e) Drive annual performance and rewards review cycle, including completion and implementation of goal setting, performance reviews, bonus allocation and salary increments. Works with HR BPs to provide guidance, support and coaching to Site management team and employee in the implementation and cascading of annual KPI, tracks the progress of PM cycle completion, promote, and instill a high-performance work culture; and linking rewards to performance.

f) Work with leaders to identify and anticipate immediate and future people’s needs and develop practical solutions.

g) Manage, implement Talent Pipeline and succession planning for Plant. Assess, evaluate, develop and implement programs for identified Talents and Successors to ensure continuous ready supply of talents for ready now and ready next, and succession planning.

h) Plan, monitor and supervise change management to business processes and systems, job roles, and structures within the Company in ensuring projects are implemented on time.

**HR Operations**

a) Participates in Plant operations meeting, identifies area of concerns involving HR, seeks and suggests solution, obtain buy-in for solution, implement and follow up with measure on success.

a. Plans with HRBP, HR Ops and site management on the implementation and measuring effectiveness, learning and development strategies that meets business requirements, both functional / technical and people management skills. Shares data analytics with ED / GM

b) Work as part of a team of problem solvers, helping solve ranging complexity of business and operational issues from strategy to execution.

c) Take charge and manage with HRBP on the completion and timely submission of all compliance audits within the scope of HR on governance and compliance (Social Compliance and other audits).

d)Ensure compliance to corporate policies and processes as well as local regulatory/statutory requirements.

e) Plans with HRBPs on the collection, collation, preparation of data analytics and development of intervention plans on critical HR Metrics such as retention rate of critical positions ad strong performers, employee engagement, annual appraisal cycle completion rate etc. Shares outcome with ED / GM.

f) Works with HRBP to respond to escalation of employee queries on HR-related matters to create an engaging, positive, motivating, and sustainable workforce.

g) Develop and implement staff engagement strategy incorporating best practices and data points with HRBPs.

h) Continuous engagement with GM and Site Management (MBWA) to provide support, guidance and coaching on people management skills.

i) Be involved in the E2E process of HR system implementation or any transformation process which involves process change, re-engineering.

j) Manage the relationship between local HRBP and IR Centralized Services and manage IR cases and resolution. Keeps ED / GM informed and updated on the case development. To also keep abreast with HR legal requirements to ensure regulatory compliances and reducing unnecessary legal risk to the business and the overall center operation.

k) Participates and/or lead in the implementation of HR system, processes, and initiatives.

Any other duties and responsibilities that may be assigned to you by the management from time to time

**Job Types**: Full-time, Permanent

Pay: RM7,000.