Management - Internal (Human Resources & Recruitment)
Full time
Manage the full spectrum PEOPLE activities for the site, with support and in collaboration with the PEOPLE team from Kulim. Work together with the Plant Director / Manager to align the respective factory's people strategy with its business strategy.
Key Accountabilities
Partner with the senior Factory leadership to develop and implement effective PEOPLE practices that will support the strategic growth of the business, including:Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with the factory's objectives.
Strategic workforce planning: ensure the factory's workforce has the right size, shape, cost, and agility for the future.
Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.To lead and empower local factory leadership to handle any people matters:Conduct regular (weekly or bi-weekly) meetings with business leaders and provide PEOPLE advice where necessary.
Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.To support building a competitive organization:Conduct day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.).
Help line managers deal with organizational, people, and change-related issues.
Optimise organizational design to increase productivity and improve performance of the business.
Ensure business can attract and retain best talent.
Collaborate with other PEOPLE team members on implementing innovative and inclusive recruitment strategies.
Support in developing a future-proof compensation and benefits strategy.
Implement reward and recognition interventions to increase bottom-line results and employee engagement.Help to build and maintain a strong organizational culture, as well as continuously improving the employee experience:Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
Implement PEOPLE interventions on employee wellness, diversity and inclusion.
Work together with line managers to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.The PEOPLE Partner will also be responsible to:Partner with leaders within the organization to track ongoing hiring needs of their functions, including retirement projections.
Coordinate onboarding for new hires.
Coordinate globally driven processes.
Maintain updated job descriptions.
Deal with agent on Foreign Workers recruitment including permit renewal and hostel management.
Work with managers to deploy annual salary structures, merit increase plans or other plans related to employee compensation.
Manage medical cost and insurance cost.
Maintain and update Employee Handbook.
Maintain confidentiality of the data, results, work activities and proprietary rights of the company.
Develop and implement career succession planning and staff retention processes to reinforce retention of high-performing talents.
Other assignments that will be given from time to time.To ensure all functions are in accordance to the Quality Management System (ISO13485, FDA QSR, MHLW Ordinance no. 169 & ISO/IEC 17025) and Environmental Management System (ISO14001) and Occupational Safety & Health Standards (OHSAS 18001).
To ensure documentation related to ISO 13485, FDA QSR, MHLW Ordinance no. 169, ISO14001, OHSAS 18001 and ISO/IEC 17025 are maintained up to date.
To ensure staff are continuously trained on the relevant requirements of ISO 13485, FDA QSR, MHLW Ordinance no. 169, ISO14001, OHSAS 18001 and ISO/IEC 17025.
Key Decisions
Responsible for the manpower planning and controlling the hiring activities within the approved headcount budget and cost.
Analyze company recruitment policies in relation to government regulations, prevailing rates for similar jobs in comparable industries, and to recommend changes as appropriate.
Track and keep up with changes affecting recruitment and reward, including changes related to employment legislations, minimum wage act, etc.
Ensure recruitment and reward practices are in compliance with global requirements, including grandparent approval, etc.
Capabilities
Analytical and strategic thinking skills.
Ability to form relationships and work with different types and levels of partners, including senior leaders.
Ability to manage job family framework, including job mapping.
Qualifications and Experience
Bachelor's Degree in Human Resources, Psychology or equivalent experience.
~5 years experience in a manufacturing company.
Self-driven, motivated and aggressive with the ability to work independently.
Communicate clearly, orally and in writing in both English and Bahasa Malaysia.
Ability to identify opportunities for continual improvement.
Knowledge of government legislation impacting the practice of HR.
Knowledge of HRIS software.
Ability to manage sensitive employee information in a confidential manner.
Knowledge of computer applications: Excel, Word & Power Point.
Exposure to Hay Job evaluation would be advantageous.#J-18808-Ljbffr