Assistant General Manager, Human Resources

Job Summary:

Assistant General Manager (AGM) of Group HR will play a pivotal role in driving the human capital strategy to support Segi Value Holdings’ rapid retail expansion. This role is dual-focused: leading high-volume recruitment to fuel new store openings and HQ growth, while simultaneously executing robust retention strategies to stabilize the workforce. The incumbent will bridge the gap between strategy and practice by advising High Management on retail operation HR trends and personally overseeing the operational rollout of HR plans alongside the retail team at ground level.

Key Responsibilities:

1. Talent Acquisition, Retention & Workforce Planning

• HQ & Leadership Hiring: Lead and oversee end-to-end recruitment for Head Office, retail stores, distribution centres, and key leadership functions, ensuring a strong pipeline of high-calibre talent aligned with the Group’s culture and business objectives.
• Retail Expansion: Drive timely manpower deployment for critical operational and frontline positions to support new store openings, business expansion, and distribution centre growth.
• Manpower Planning: Partner with business and Operations leaders to forecast workforce requirements and manage high-volume hiring for store, supervisory, and management positions.
• Talent Retention: Develop and implement Group-wide retention strategies and initiatives to reduce employee turnover, particularly within high-attrition retail and operational functions.
• Culture & Employee Experience: Lead initiatives that strengthen onboarding, employee engagement, and retention while fostering a diverse, customer-focused, and high-performing workforce.
• Attrition Analytics: Analyse workforce and exit trends, identify key drivers of turnover, and provide actionable recommendations to Senior Management to strengthen talent retention.

2. Performance Management & Rewards

• Lead the Group’s performance management cycle, including KPI setting, performance appraisal, calibration, performance improvement plans, and succession considerations.
• Oversee salary benchmarking, incentive structures, and annual salary reviews to ensure competitiveness and alignment with business and market requirements.
• Review and enhance compensation structures to ensure they remain competitive, sustainable, and aligned with business performance and retail market practices.
• Oversee payroll, HRIS, and HR policies, ensuring accuracy, compliance, effective governance, and timely implementation.

3. Industrial Relations & HR Compliance

• Retail IR Management: Provide strategic guidance and act as a subject matter expert on industrial relations matters within the retail environment, including misconduct, domestic inquiries, grievances, and labour disputes.
• Policy & Compliance: Ensure HR policies and practices across HQ, retail stores, and distribution centres comply with the Employment Act and other applicable Malaysian labour laws and regulations.
• Conflict Resolution: Advise Store Managers, Department Heads, and business leaders on effective handling of employee grievances, disciplinary matters, and workplace conflicts.
• Employee Relations: Foster positive employee relations and ensure consistent application of HR policies and practices across the Group.

4. Operational HR Excellence & HR Transformation

• Executive Insights: Develop and present HR dashboards and workforce analytics to Senior Management, translating data such as hiring costs, turnover, manpower productivity, and workforce trends into actionable business recommendations.
• HR Systems & Digitalisation: Leverage and optimise HRIS platforms, including Rymnet, to improve workforce data management, onboarding, reporting, and HR service delivery.
• Process Optimisation: Review and enhance HR processes to support operational efficiency, including workforce scheduling, attendance management, manpower deployment, and productivity tracking.
• Learning & Development: Partner with retail and business leadership to develop training and development initiatives that strengthen customer service, sales performance, leadership capabilities, and operational excellence.
• Strategic HR Partnership: Work closely with business leaders to ensure HR strategies and initiatives are aligned with the Group’s growth plans, operational requirements, and long-term business objectives.

Required Qualifications:

• Bachelor’s Degree in Human Resource Management, Business Administration, Industrial Relations, or a related discipline.
• Professional certifications in Human Resources, Industrial Relations, HR Analytics, Talent Management, or related areas will be an added advantage.

Required Experience:

• Minimum 10–12 years of progressive HR experience, with at least 5 years in a senior HR leadership role.
• Strong preference for candidates with direct experience in retail, F&B, FMCG, or other multi-outlet / high-volume operational environments.
• Proven track record in managing HR strategies and workforce requirements during rapid business growth, expansion, or multiple new outlet/store openings.
• Strong knowledge and practical experience in Industrial Relations, Employment Law, and labour regulations, particularly within high-headcount and shift-based environments.
• Strong analytical and reporting capabilities, with the ability to translate workforce data, HR metrics, and business insights into actionable recommendations for Senior Management.
• Strong leadership, communication, and stakeholder management skills, with the ability to influence Senior Management, partner with business leaders, and lead a diverse HR team.
• Demonstrated ability to balance strategic HR leadership with hands-on operational execution, ensuring HR initiatives effectively support business growth and operational excellence.

Currently office based Kelana Business Centre, Petaling Jaya (near to Glenmarie LRT station)

Moving to Wisma Segi office at Kampung Melayu Subang, Shah Alam Q1-Q3 2027.