HR MANAGER

To plan, manage, and oversee the overall Human Resources functions of the company, ensuring effective manpower management, compliance with employment laws and statutory requirements, employee development, and implementation of HR policies and procedures in accordance with company objectives.

Key Responsibilities

A. Human Resource Management & Administration

1. Manage and oversee the daily operations of the Human Resources Department.
2. Develop, implement, review, and maintain HR policies, procedures, and practices.
3. Ensure compliance with the Employment Act 1955, applicable Malaysian labour laws, and statutory requirements.
4.Maintain accurate and confidential employee records, personnel files, and HR documentation.
5. Prepare and update HR reports, manpower reports, and other relevant management reports.
6. Advise management and Heads of Departments (HODs) on HR-related matters.

B. Recruitment & Manpower Planning

1. Coordinate manpower planning and recruitment activities based on departmental requirements.
2. Manage the recruitment process, including job advertisements, candidate screening, interview arrangements, and selection.
3. Prepare employment offer letters, appointment letters, and employment contracts.
4. Coordinate pre-employment medical examinations and onboarding arrangements.
5. Monitor probation periods, confirmation of employment, contract renewals, and employee resignations.
6. Conduct exit interviews and monitor employee turnover.

C. Payroll, Attendance & Benefits Administration

1. Oversee monthly payroll processing to ensure accuracy and timely salary payments.
2. Monitor employee attendance, working hours, shift schedules, overtime, and leave records.
3. Ensure accurate statutory contributions and deductions, including EPF, SOCSO, EIS, and PCB.
4. Administer employee benefits, medical entitlements, and leave applications in accordance with company policies.
5. Review payroll discrepancies and resolve employee payroll-related enquiries.

D. Employee Relations & Disciplinary Management

1. Manage employee grievances, complaints, and workplace disputes professionally and confidentially.
2. Advise management on disciplinary matters in accordance with company policies and applicable labour laws.
3. Prepare and coordinate show cause letters, warning letters, and other disciplinary documentation.
4. Coordinate domestic inquiry proceedings, including documentation, witness arrangements, and reporting.
5. Promote positive employee relations, workplace discipline, and a productive working environment.

E. Training, Development & Competency Management

1. Identify employee training needs in coordination with HODs.
2. Develop, implement, and monitor the Annual Training Master Plan.
3. Coordinate internal and external training programmes.
4. Maintain training records, attendance, evaluations, and competency assessments.
5. Monitor training effectiveness and follow up on outstanding training requirements.
6. Coordinate HRD Corp grant applications, claims, and related documentation.
7. Ensure employee competency and awareness requirements are maintained in accordance with the company's management systems.

F. ISO, QESH & Audit Compliance

1. Ensure HR-related processes and documentation comply with applicable ISO and company management system requirements.
2. Maintain training, competency, qualification, and awareness records for audit purposes.
3. Coordinate with relevant departments to prepare HR-related audit evidence.
4. Participate in internal and external audits.
5. Address audit findings, including Non-Conformity Reports (NCRs) and Opportunities for Improvement (OFIs).
5. Implement and monitor corrective actions to prevent recurrence of non-conformities.
6. Support the implementation of company Quality, Environmental, Occupational Health & Safety (QESH) policies.

G. Performance Management

1. Coordinate employee performance appraisal exercises.
2. Monitor probationary and annual performance evaluations.
3. Follow up with HODs on appraisal completion and employee performance improvement.
4. Assist management in reviewing employee confirmation, promotion, salary adjustment, and performance-related recommendations.

H. Statutory & Regulatory Compliance

1. Ensure compliance with applicable employment legislation and government regulations.
2. Liaise with relevant government authorities, including the Labour Department, EPF, SOCSO, LHDN, and Immigration Department, where applicable.
3. Monitor changes in employment legislation and recommend necessary updates to company policies.
4. Maintain proper statutory records and documentation for inspections and audits.

I. General Management Responsibilities

1. Provide HR advice and recommendations to management on employee-related matters.
2. Ensure confidentiality of employee and company information.
3. Support continuous improvement initiatives within the HR Department.
4. Coordinate with HODs to ensure effective implementation of HR policies.
5. Perform other duties and responsibilities as assigned by management.

Experience:

1.Relevant working experience in Human Resources, preferably in a manufacturing environment.
2. Experience in managing HR operations, recruitment, payroll, employee relations, and training.

Knowledge & Skills:

1. Good knowledge of Malaysian employment laws and statutory requirements.
2. Knowledge of payroll administration and HR management systems.
3. Familiarity with ISO management systems and audit requirements.
4. Strong communication, interpersonal, leadership, and problem-solving skills.
5. Ability to handle confidential and sensitive employee matters.
6. Good organizational, planning, and documentation skills.
7. Proficiency in Microsoft Office applications.

Authority & Accountability

1. Supervise and coordinate HR departmental activities.
2. Recommend improvements to HR policies and procedures for management approval.
3. Review HR-related documentation and reports.
4. Recommend appropriate actions concerning recruitment, employee performance, and disciplinary matters.
5. Ensure HR operations comply with company policies, legal requirements, and applicable management system standards.

Key Performance Indicators (KPIs)

1. Timely completion of recruitment and manpower requirements.
2. Payroll accuracy and timely processing.
3. Compliance with employment laws and statutory requirements.
4. Completion and effectiveness of planned training programmes.
5. Timely completion of employee performance appraisals.
6. Effective resolution of employee grievances and disciplinary matters.
7. Timely closure of HR-related audit findings and corrective actions.
8. Accuracy and completeness of HR records and documentation.