HR MANAGER

1. ROLE SUMMARY

The Human Resources Manager is responsible for planning, leading, and managing the overall Human Resources function of the Company. This role ensures that HR strategies, policies, systems, and practices are aligned with business objectives, statutory requirements, and best HR governance standards.

The HR Manager shall also be responsible for the administration, configuration, and governance of the Company’s HR Information System (Info-Tech HR System), ensuring data accuracy, system integrity, and effective utilization across all HR processes.

2. KEY RESPONSIBILITIES

A. Human Resources Strategy & Governance

• Develop, implement, and continuously improve HR policies, procedures, SOPs, and guidelines in compliance with labour laws and company objectives.
• Advise Management on HR strategies, manpower planning, organizational structure, and workforce optimization.
• Ensure fair, consistent, and transparent HR practices across all departments and locations.
• Support management in change management, restructuring, and business expansion initiatives.

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B. Recruitment, Talent & Manpower Planning

• Oversee end-to-end recruitment activities, including manpower requisition, sourcing, interviewing, selection, and onboarding.
• Ensure proper documentation, offer letters, employment contracts, and probation confirmations are issued timely.
• Work closely with HODs on workforce planning, succession planning, and talent development.

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C. Performance Management & KPI

• Design, implement, and manage performance appraisal systems, KPI frameworks, and evaluation cycles.
• Monitor employee performance, probation reviews, confirmation assessments, promotions, and salary adjustments.
• Ensure appraisal processes are objective, measurable, and aligned with company goals.

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D. Compensation, Payroll & Benefits

• Oversee payroll administration to ensure accuracy, timeliness, and compliance with statutory requirements.
• Manage employee benefits, allowances, leave entitlements, incentives, bonuses, and insurance coverage.
• Ensure statutory compliance for EPF, SOCSO, EIS, LHDN, HRDF, and other relevant authorities.

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E. Employee Relations & Discipline

• Handle employee relations matters including grievances, misconduct, disciplinary actions, and dispute resolution.
• Issue Show Cause Letters, Warning Letters, Suspension Letters, and Termination Letters in accordance with due process.
• Conduct domestic inquiries when required and ensure proper documentation and compliance with industrial relations practices.

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F. Training & Development

• Identify training needs and coordinate internal and external training programs.
• Manage HRDF levy, training claims, and related documentation.
• Support employee development, leadership programs, and skill enhancement initiatives.

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3. HR SYSTEM & INFO-TECH RESPONSIBILITIES

HR Information System (Info-Tech) Administration

• Act as the primary system administrator for the Company’s HR system (Info-Tech).

• Configure and maintain HR modules including:

  • Employee master data
  • Attendance & time management
  • Leave management
  • Payroll settings
  • Shift codes & work schedules
  • Allowances, deductions, and statutory settings
  • Performance and appraisal records (if applicable)

• Ensure accuracy, completeness, and confidentiality of all HR data within the system.

• Manage user access rights, roles, and system permissions in accordance with internal controls.

• Coordinate with IT/Info-Tech support vendors for system updates, troubleshooting, enhancements, and compliance matters.

• Generate HR reports for management, audit, statutory, and operational purposes.

• Train HR team members, HODs, and relevant users on proper usage of the HR system.

• Ensure system processes align with HR policies, payroll rules, and labour law requirements.

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4. COMPLIANCE & RISK MANAGEMENT

• Ensure full compliance with Employment Act, Industrial Relations Act, Labour Ordinances, and relevant regulations.
• Maintain accurate and complete employee records, personal files, and statutory documentation.
• Support internal and external audits related to HR, payroll, and statutory compliance.
• Safeguard confidential employee and company information at all times.

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5. QUALIFICATIONS & EXPERIENCE

Education

• Bachelor’s Degree in Human Resources Management, Business Administration, or related field.
• Professional HR certification (e.g. SHRM, CIPD, MIHRM) is an added advantage.

Experience

• Minimum 5–8 years of progressive HR experience, with at least 3 years in a managerial or leadership role.
• Strong hands-on experience in payroll, labour law compliance, and HR system management.
• Prior experience using Info-Tech HR system or similar HRIS platforms is highly preferred.

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6. SKILLS & COMPETENCIES

• Strong knowledge of Malaysian labour laws and HR best practices.
• Excellent leadership, communication, and interpersonal skills.
• High level of integrity, confidentiality, and professionalism.
• Strong analytical, problem-solving, and decision-making skills.
• Proficient in HR systems, payroll systems, and Microsoft Office.
• Ability to work independently and manage multiple priorities under pressure.

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7. AUTHORITY & DECISION-MAKING

• Authorized to manage HR operational decisions within approved policies and budgets.
• Acts as Management’s key advisor on HR matters.
• All major disciplinary actions, remuneration changes, and policy deviations are subject to Management approval.