Join UCT and be part of the fastest-growing sector in the world!We indirectly touch every semiconductor chip that goes into every smartphone, smart car and device that uses artificial intelligence.This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it.UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations.If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success – join us today!UCT is looking for a talented Manager, HRBP to join us in Malaysia!The Manager, HRBP is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment.He/she provides HR subject matter expert recommendation and guidance to the team including response to policy inquiries, orientation, employee relations issues, disciplinary, grievance handling and exit management.He/she lead and mentor direct reports.Essential Duties and Responsibilities: The Sr / Manager, Human Resources Business Partner (HRBP) provides human resources (HR) consulting to the business.Work with business and talent acquisitions (TA) to develop plans for recruitment & retentionPartners with TA to set diversity hiring goals.He/she partners the business in the identification and management of high-potential talent, and the implementation of succession plans.He/she identifies coaching needs for Director and above level staff.Check monthly payroll files and validate bonus files.Partner with COE on annual medical and insurance renewal, attend the external and internal audit, partner with line managers/HODs on annual performance management and merit increase exercises, make recommendation for retention program, work with business annual training need analysis (TNA) exercise.Manages involuntary termination exercises such as reduction in force (RIF), mutual separation agreement (MSA) etc.Give recommendation for employees grievances and/or disciplinary cases.Attend to industrial relations matter (if any).He/she regularly review, and update policies and staff handbook based on local law changes and business needs.Partners with mobility-on-mobility cases.Drives HR initiatives such as community outreach and staff engagement activities.Provide advice to business leaders and managers to position the organization as an employer of choice to secure candidates.Manage labor relations to achieve work harmony and progress towards organizational goals.(eg execute RIF exercise, involuntary termination, Convercent case investigation, domestic inquiry etc).Guide line managers in usage of compensation strategies and programs to attract, motivate and retain workforce.Build trust (being a trusted advisor) through assisting key stakeholders in solving people related issues successfully.Develop communication material/ information kits for the HR programs/ activities to convey desired messages clearly and effectively to the targeted audience.Plan and execute communication activities using the appropriate channels/ tools for the targeted audience.(eg skip level, townhall, HR dialogue etc).Research and apply prevailing labor policies, employment laws and regulations, including but not limited to tripartism, employment laws for foreign nationals etc.Liaise with employees to evaluate effectiveness of organization development and change interventions.Collaborate with line managers to project future skills demand and supply.Advise line managers on resource planning options.Develop plan to deploy organization's workforce to maximize productivity in pursuit of organizational vision, mission, strategy and plans in consultation with stakeholders.Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organization.Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organization.Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements.Guide line managers in their understanding and usage of performance management policy, framework and processes.Coach employees to refer to career development policy, framework and programs for career progression in the organization.Correlate financial and HR data to design HR metrics, identify causal relationships, analyze trends, develop forecasts and projections, and draw insights and foresights for decision-making.Set individual objectives, periodically reviewing and assessing performance of direct reports.Provide coaching and advice to junior team members.Knowledge, Skills and Abilities: A basic knowledge of Employment Act (1955), Employment (Amendment) Act 2022, Industrial Relation Act 1967, Minimum Wage Order 2022.Able to communicate well with multi-nationality employees.Willing to travel interstate or oversea as and when required for work purposes.Educational/Certification Requirement: A bachelor's degree or master's degree in HR Management or a related field.Experience Requirement: At least five years of traditional HR experience in areas such as industrial & employees' relation (IR/ER), talent acquisition, people management and benefits administration.Preferable experiences in semiconductor or contract manufacturing services industries.Exposure in domestic inquiry, industrial court or labor office conciliation added advantages.At Ultra Clean Technology,?we do not just welcome diversity - we celebrate it!Ultra Clean Technology is proud to be an equal opportunity employer.We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under laws and regulations.
