HR Manager

About the role

Lead the full HR function for a 50-60 person organization, leading a team of 3. You will own and direct HR operations, recruitment, policy, performance management and employee relations, while building and guiding a two-person team. This is a hands-on leadership role where you are expected to set direction and execute with the team.

Key Responsibilities

1. HR Operations & Payroll Governance

• Personally prepare and process the full monthly payroll cycle end-to-end. Run payroll independently, from data cut-off to bank file submission and payslip release.
• Compute and submit all statutory contributions and returns accurately and within deadline: EPF, SOCSO, EIS, PCB/MTD, HRD Corp levy, and annual filings (EA forms, Form E, CP8D).
• Handle non-standard payroll items correctly: prorated salary, unpaid leave, overtime, allowances, commissions, bonus, salary adjustments and backpay.
• Compute final settlements for exits — notice pay, annual leave encashment, termination or retrenchment benefits, and the correct tax treatment of each.
• Reconcile payroll to the general ledger with Finance each month and resolve variances before closing.
• Own the full employee lifecycle from offer to final settlement, ensuring accuracy, timeliness and documentation.
• Maintain the HRMS/payroll system as the source of truth for headcount, leave, attendance and employee data — including configuration, data integrity and reporting.
• Monitor changes in statutory schemes and employment legislation and implement the required action within the deadline.
• Maintain a documented payroll SOP and cross-train the team so payroll never depends on one person being available.

2. Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for all levels, supported by the Recruitment Executive.
• Maintain an approved manpower plan and challenge replacement requests where the business case is weak.
• Manage cost-effective sourcing channels, employer branding and candidate experience.
• Oversee onboarding so that new hires are productive quickly, not just processed.

3. Performance Management & Capability Building

• Run the annual performance cycle: goal setting, reviews, calibration, and linkage to increment and bonus recommendations.
• Coach line managers to hold performance conversations properly, with evidence.
• Manage underperformance through structured PIPs and defensible documentation.

4. Employee Relations, Discipline & Compliance

• Serve as the first point of escalation for grievances, misconduct and disciplinary matters.
• Conduct or oversee investigations and domestic inquiries; prepare show cause letters, warnings and termination documentation to a standard that would survive scrutiny.
• Ensure compliance with the Employment Act 1955, Industrial Relations Act 1967, Anti-Sexual Harassment Act 2022 and OSHA requirements, including mandatory notices, policies and reporting.
• Liaise with the Labour Department, PERKESO, LHDN and external counsel as required.

5. Policy, Governance & ESG Support

• Own the employee handbook and HR policies: review annually, obtain management approval, communicate clearly and enforce consistently.
• Supervise the ESG Executive on workforce-related sustainability data and disclosures, ensuring the numbers reported are accurate and defensible.
• Support internal and external audit requests relating to HR, payroll and statutory compliance.

6. Team Leadership

• Lead, coach and develop a two-person team; set clear KPIs and review them.
• Build cross-coverage so the function does not stop when one person is on leave.
• Step into execution personally when volume or sensitivity requires it.

7. Management Reporting & Business Partnering

• Deliver a monthly HR dashboard and manpower cost report to management.
• Advise Heads of Department on structure, staffing, discipline and people risk — with a clear recommendation, not just options.
• Prepare papers and recommendations for management or Board-level decisions where required.

8. Office Administration Oversight

Oversee office administration, vendor and service contracts, company insurance renewals, employee events and general workplace matters via the Admin & ESG Executive.

About you

• Degree in Human Resource Management, Business Administration, Psychology or related discipline
• Minimum 8 years' HR experience, including at least 3 years in a supervisory or managerial capacity
• Must have hands-on, end-to-end payroll processing experience
• Proven generalist background with hands-on ownership across the full HR function
• Demonstrated experience in employee relations, disciplinary handling and domestic inquiry
• Prior experience in an SME or mid-sized organization strongly preferred
• Strong written and spoken English and Bahasa Malaysia; additional language ability an advantage
• Proficient in IT and Microsoft Excel to a working analytical standard

Perks You'll Love !

• Enjoy a Day Off on Your Birthday
• Training Provided to Help You Grow
• Medical, Optical & Dental Benefit
• Fun Monthly Staff Activities