HR Executive

Job Summary:

The HR Executive – Recruitment, Talent & Workforce Management is responsible for managing the end-to-end recruitment process, workforce and manpower planning, onboarding, talent development, and succession planning across both local and international operations. This role plays a key part in ensuring the company attracts, develops, and retains high-performing employees aligned with business goals and growth strategies.

The incumbent will collaborate with department heads and management teams to maintain an optimal organizational structure, enhance employer branding, and drive initiatives that strengthen employee engagement and long-term retention. This role is expect to attend to any other Ad-Hoc task as per instructed by Superior or Management from time to time.

1) Key Responsibilities:

a) Recruitment & Hiring Management

 Plan, manage, and execute end-to-end recruitment processes for both local and international positions.

 Develop and implement effective recruitment strategies that align with manpower plans and business needs.

 Prepare and publish job advertisements across suitable platforms, ensuring consistent employer branding.

 Source, screen, and shortlist candidates through databases, job portals, social media, and networking.

 Coordinate and participate in interviews, assessments, and reference checks.

 Ensure all hiring practices comply with employment laws and internal recruitment policies.

 Maintain candidate databases and recruitment pipelines for future talent needs.

b) Workforce & Manpower Planning

 Analyze workforce data to identify current and future manpower requirements.

 Develop and maintain organizational charts and manpower plans for both local and international offices.

 Work closely with department heads to ensure adequate staffing levels aligned with business objectives.

 Support succession planning initiatives and workforce forecasting for future business expansion.

c) Employer Branding & Talent Attraction

 Support employer branding initiatives to enhance the company's image as an employer of choice.

 Collaborate with marketing and management to develop recruitment materials and campaigns.

 Represent the company at job fairs, career expos, and networking events to attract top talent.

 Build and maintain strong relationships with recruitment agencies, universities, and professional networks.

d) Onboarding & Integration

 Coordinate the onboarding process for new hires to ensure smooth integration into the organization.

 Prepare onboarding schedules, orientation materials, and coordinate cross-department introductions.

 Monitor new employee adjustment and gather feedback for continuous improvement.

 Talent Development & Career Progression

 Identify skill gaps and collaborate with management to develop training and development plans.

 Support the implementation of talent development programs and monitor employee progress.

 Work with managers to define and review career progression pathways for high-potential employees.

 Assist in developing and tracking Key Performance Indicators (KPIs) to measure performance and growth.

e) Succession Planning & Retention Strategies

 Assist in developing and executing succession plans to ensure leadership continuity.

 Identify key positions and critical roles, maintaining readiness for internal promotion.

 Conduct employee engagement and retention surveys, analyze results, and recommend improvement actions.

 Develop initiatives to strengthen employee retention, including recognition and reward programs.

f)
HR
Compliance & International Governance

 Ensure all HR activities comply with local labor laws and international HR standards.

 Support alignment of HR practices with company policies across all regions of operation.

 Maintain accurate and updated HR records and reports for audit and compliance purposes.

2) Authority

 Manage end-to-end recruitment and on-boarding activities for local and international roles.

 Communicate with hiring managers, candidates, and external recruitment partners.

 Maintain and update manpower planning, organization charts, and recruitment records.

 Recommend suitable candidates and improvement initiatives to the HR Manager.

 Carry out assigned HR tasks and projects as directed by the HR Manager or Management.

3) Requirements & Qualifications:

 Bachelor's degree in Human Resources, Business Administration, or a related field.

 Minimum 3–5 years of experience in recruitment, manpower planning, and talent management.

 Strong understanding of Malaysian employment laws and exposure to international HR frameworks.

 Proficient in HR management systems and recruitment tools.

 Excellent communication and interpersonal skills with the ability to engage stakeholders at all levels.

 Strong analytical, problem-solving, and organizational skills.

 Ability to manage multiple priorities and work effectively under pressure.

4) Preferred Skills & Competencies:

 Experience in employer branding and social media recruitment strategies.

 Familiarity with HR analytics, workforce reporting, and talent pipeline tracking.

 Knowledge of global recruitment and retention trends.

 Strong stakeholder management and negotiation skills.

 High attention to detail, integrity, and discretion in handling confidential information.

 Ability to thrive in a fast-paced, multicultural, and dynamic environment.

Interested candidates can email their resume/CV to