Job Responsibilities:(Primary Duties, Roles, and/or Authorities)

Employees Relations & Industrial Relations:

• Partnering with other business unit managers to develop and implement employeerelationsbest practices and programs.

• Handling employee complaints, managing grievanceproceduresandfacilitatingcounseling in conjunction with other stakeholders.

• Investigating and resolving complex or critical employee relations issues ina timelyand effective manner.

• Assistwith the development and implementation of diversity, equity, and inclusion programs

• Advisemanagement and leadership on employee relations

• Serve as the point of contact on fundamental human capital issues and questions

• Partner with other business unit manager and HCBP on complex employee relations issues

• Provide guidance and counsel to employees on employee relations issues and workplace practices

• Receive, evaluate, and respond appropriately to employee concerns

• Conduct investigations of complaints and recommend corrective actions

• Oversee, review, and advise on employee grievance and disciplinary processes

Total Rewards:

• Manage the Annual Pay Planning, Compensation Cycle, bonusplanningand incentive schemes development

• Review HC policies,proceduresand HC programs

• Designs and propose competitive compensation and benefits program

• Designs the basic compensation structures in the organization aligned with the corporate culture and the corporate values

• Administer Compensation and Benefits (C&B) plans and formal reward system, including leading and conducting annual salary and benefits surveys

Talent Management:

• Manages,leadsand develops the HC Team to ensure right skill and knowledgeacquired

• IdentifyHIPO and develops the successor

• Assist HC Manager in formulating and implementing strategic initiatives in talent management, succession planning, careerdevelopmentand retention program for the organization

• Responsible for the performance, competencies, targetattainmentand skills development of direct reports.

Human Capital Business Partner:

• Builds andmaintainthe positive and influencing relationship with the Leadership Team

• Acts as the positive team member of the HC Management Team

• Leads different HC Projects

• Develop, implement,enforceandmaintainsystematic and practical HC business processes in line with organization’s policies and objectives

• Interact with and provide HC advocacy to other department leaders as business partner in implementing HC business processes aimed at improving overall quality, productivity,efficiencyand discipline of the workforce

• Act as a resource person andfacilitateother departments in resolving their HC-related issues using the mostappropriate interventiontools or methods

• Lead HC business process improvement projects to meet the needs of the organization or tobe in compliance withcurrent Division/Corporate procedures

• Responsible for the proper implementation and adherence of all HC relevant company policies

• Perform any other related duties as instructed by the management from time to time

Talent Acquisition

• Coordinate internal and external resources in performing the processes and activities to achieve departmental and organizational goals

Education and Experience:

• MinimumDiploma in Business / HR Compensation and Benefits or equivalent

• Degree or Professional Certification in HR Management is preferred.Minimum 7years experiencein general HR and HRBP at similar level

• In-depth knowledge and understanding of HR management practices, local laborlawand industrial relations principles

• Conducted or able to conduct in-house training on basic HR topics

• Working knowledge of Kaizen, Six Sigma or Lean manufacturing activities is preferred

Knowledge and Skills:

• Strong oral and writtenproficiencyin both English and Malay language.

• Mature personality with leadership skills.

• Pro-activeand forward-looking inanticipatingbusiness challenges.

• Strongpeopleskills, especially in communication, motivation and handling difficult individuals.

• Understand typical HR indicators and able to prepare analytical reports on related issues.

• Able to conduct coaching and counseling for employees atdifferent levels.

• Able to evaluate and develop personnel for organizational and career growth.

• Computer-literate with good knowledge in HRIS and MS Office applicationsMeetingset goals in HC Compensation and Benefits metrics.

• Keeping employee turnover and absenteeism atacceptablebenchmarked rate.

• Effective andtimelyresponse in providing related support to business partners.