Senior HR Supervisor/Manager

This role shall work closely with business leaders and region HR counterparts to drive and implement people strategy in SW Malaysia site.

This role is to provide HR business partnership and solutions to SW Malaysia plant GSC and other function/BU teams with focus on implement the organization optimization and talent development strategy, champion and promote SW culture, build associate engagement to enable business success in Malaysia. This role will closely work with the S. HRM, SEA to get aligned on HR strategy, focus and target, and by the meantime to work with key stakeholders to ensure overall effectiveness of people-related metrics and HR operations.

Main Job Responsibilities:

• Workforce Planning - Partnership with Plant leaders to analyze and advise on current and future workforce planning to ensure an effective and health Workforce plan on site. Work closely with Plant leadership to implement HR policies, processes, programs.
• Talent Development - Work proactively with Plant leaders to identify the site talent needs, talent gap, and provide solid talent development solutions to ensure long term talent strategy on the site
• Employee Engagement - Understand the ‘pulse’ of the business in order to strengthen the health of the organization and ensure ‘fit for purpose’ organization design with the right people in the right roles; Facilitate effective internal communications and handle team building and employees activities; Enhance the employee belongings and build a Trust working relations in the organization
• Organization Effectiveness – Drive efficiency through the HR Operating Model to provide HR support to plant/function directly, interfacing and work closely with Plant leaders, HRSS, and CoEs. to provide most effective and efficient service to all employees
• Business Leadership – Partner with the Plant leadership teams in identifying organizational needs, risks and assist in driving change management. Establish short- and long-term goals to drive business success, provide leadership to the business while maintaining strategic alignment of the people agenda with the business strategy, and ensure employee advocacy.
• Data accuracy – Make sure accurate employee data and continuously and maintain up to date. Drive the HR reports standardization and simplification through AI tools

Detailed job contents:

• Organizational Capability Development: Challenge the organizational structure of the business and propose changes, identify gaps, propose and implement changes necessary to cover risks

1. Org & Talent review and Optimization

2. Succession plan and implementation, key talent retention plan

3. Process Optimization

4. Internal/ External audit

5. Annual budget / Monthly budget review

6. Regional activities

7. Company and HR policy consulting and culture deployment

8. Performance review, PIP/ IDP

• Employee Relation: To conduct employee communication, coaching and leading to management on problem employee treatment, minimize labor dispute potential by professional HR service and guidance providing.

1. Employee care activities

2. Local government relation buildup/maintain;

3. Long term medical leave; Prolong no pay leave management; Discipline case investigation/record follow up; Sue cases; Involuntary separation etc.

4. Manage various employees communication channel (Skip level meeting, New hire meeting, plant all employee meeting, etc)

5. Employee engagement survey if necessary, propose appropriate actions and ensure smoothly be executed.

• Staffing: Workforce planning, recruitment needs analysis, plan and follow , people placement or movement , turnover analysis to ensure human resources avaibility in business

1. Staffing headcount review and forecast per business requirement

2. Market analysis

3. HRBP Interviewing

4. Own Internal transfer process

5. Involve in offering process

6. Probation performance review

7. Exit dialogue

8. Attrition analysis / action plan

• Training: plant skill matrix, training matrix , training needs analysis, plan and follow up to ensure the resources effectiveness & quantification in plant business

1. Hourly employees skills training & Certification system maintain

2. Hourly employees training matrix

3. Special skills / government required skills (Electricity , follift) certificate renewal

4. Training needs identify, Training delivery, Training evaluation

5. Training budget plan and review

6. Collaborate with regional learning team on various training programs for professional employees (office employees)

• Rewards & Wellbeing: Job evaluation, incentive plan, salary review, reward & wellbeing to support business in people retention, motivation and administration

1. Annual merit / gate review/ special adjustment

2. Local market analysis if necessary

3. Benefits review

4. OT management/ analysis

5. Comprehensive working hrs application

6. Hourly monthly incentive criteria setup/review/update

7. DCA/DSO

8. Other C&B related programs (retention program, special award)

9. Wellbeing program promotion and implementation

1. FORMAL EDUCATION:
   1. Required:

• Bachelor’s degree, major in HR or management related

1. KNOWLEDGE & EXPERIENCE:
2. Required:

• Over 5 years HRBP experience, solid knowledge in HR modules;
• Understanding the matrix organization and good at prioritizing works
• Ability to meet challenging milestones within time, cost and quality constraints
• Ability to work efficiently and deliver pragmatic and high-quality outcomes
• Be good team players
• Be driven and resilient to overcome challenges or setbacks to achieve the goals
• Communicate with impact in an open, honest, consistent and clear manner

1. Preferred:

• MNCs working experience;