HR Manager

Developing HR Capability

●       Conduct a skills gap analysis of the existing HR team and design targeted learning programmes that build competence in compliance, recruitment, compensation and employee relations.

●       Empower younger staff to contribute to training design and use realistic case studies and scenario‑based exercises to build competence.

●       Establish a learning roadmap for core HR competencies such as employment law, compensation and benefits, performance management, cross‑cultural communication and digital HR information systems.

Managing Foreign Workers

●       Establish robust communication channels for foreign workers, leveraging translation tools, departmental collaboration and effective schedules.

●       Provide cross‑cultural training to all employees and ensure compliance with labour laws and the working norms of workers' countries of origin.

●       Differentiate job frameworks, pay structures and development paths for general workers versus technicians to recognise skill differences.

●       Manage foreign‑worker recruitment, permit renewals, FOMEMA check‑ups and any associated legal matters.

Driving a Progressive Culture

●       Shape a modern, inclusive and performance‑oriented culture by encouraging innovation, continuous improvement and respect across generations.

●       Digitalise HR processes such as timekeeping, leave management and performance evaluation to enhance transparency and agility.

Stakeholder Management

●       Serve as liaison between owners, senior leaders and employees, balancing expectations with workforce realities.

●       Provide regular reports on workforce metrics, training outcomes and succession readiness.

●       Engage with external advisors when specialist expertise is needed.

IPO Readiness

●       Conduct an IPO readiness assessment to map current HR processes against public‑company requirements and implement changes accordingly.

●       Build administrative capacity for compensation disclosures, diversity metrics and pay transparency as required in public markets.

●       Support finance and accounting teams by implementing robust HR data controls and audit‑ready documentation.

●       Participate in enterprise‑wide initiatives to upgrade IT systems, ensuring HR systems scale with future compliance demands.

Day‑to‑Day HR Operations

●       Develop and implement HR policies and procedures that align with Malaysian labour laws and industry requirements.

●       Maintain accurate HR documentation for hires, promotions, transfers and personal files, and monitor probation periods, retirement timelines, foreign‑worker permits and insurance expiry.

●       Execute end‑to‑end recruitment including job posting, screening, interviewing and onboarding, and conduct background checks and issue employment contracts.

●       Administer payroll, EPF, SOCSO, PCB and HRDF claims and grants with digital accuracy.

●       Manage benefits programmes such as health insurance, uniforms and company events, and address employee queries about benefits, overtime and allowances.

●       Implement performance appraisal systems, handle disciplinary actions, grievances and conflict resolution, and ensure compliance with ISO 22000 HR requirements.

●       Undertake ad hoc HR assignments as needed.

Recruitment & Staffing

●       Lead recruitment efforts, including sourcing, interviewing and onboarding.

●       Collaborate with heads of department to identify manpower needs based on timelines and budgets.

●       Establish partnerships with recruitment agencies and industry networks to attract skilled workers, including hiring foreign workers and transferring foreign workers within Ghee Hiang facilities.

●       Forge partnerships with universities and pastry schools to grow the Ghee Hiang internship programme.

Employee Relations

●       Act as the main contact for employee concerns and grievances, ensuring fair and prompt resolution.

●       Develop policies and practices to maintain a positive work environment and improve employee engagement.

●       Organise regular site visits to address on‑site issues and assess the working conditions of staff at all Ghee Hiang facilities.

Performance Management

●       Implement and oversee performance appraisal systems, setting key performance indicators relevant to roles and responsibilities.

●       Work with site supervisors and managers to monitor performance and provide feedback.

●       Develop training and development plans to enhance skills and ensure compliance with safety standards.

●       Identify low performers and apply targeted engagement initiatives to address, improve or, where necessary, separate.

Compliance & Policy Management

●       Ensure compliance with Malaysian labour laws and update HR policies to address industry‑specific concerns such as working hours, site conditions and labour practices.

●       Maintain accurate employee records, contracts and timesheets in compliance with government regulations.

Training & Development

●       Identify training needs specific to Ghee Hiang, including food‑safety protocols, equipment handling and risk assessment.

●       Facilitate health and safety training to ensure a safe working environment.

●       Manage employee certification processes and professional development programmes.

Compensation & Benefits

●       Develop and manage a competitive compensation structure based on industry standards.

●       Administer payroll, benefits, allowances and incentive programmes for both office and field staff.

●       Address employee queries regarding benefits, overtime and allowances, ensuring clarity and fairness.

Health & Safety

●       Collaborate with the Safety Manager to implement site‑specific health and safety measures.

●       Conduct regular audits and risk assessments to address potential hazards.

●       Promote health programmes that support the physical well‑being of the workforce.

Succession & Retirement Planning

●       Build succession plans and facilitate knowledge transfer from retiring experts to younger staff through mentoring and documented procedures.

●       Develop a structured retirement‑planning programme that educates long‑serving employees about financial readiness and guides them through gradual transitions.

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