S
SOLS Energy Sdn. Bhd.
Human Resource Generalist
Skills
Performance ManagementProcess ImprovementCompliance
2 months ago
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Important information
Contract type:
Permanent
Salary:
MYR 54,000 – MYR 60,000 / year
Location:
Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia
Work mode:
Onsite
Published on:
1 September 2026
What they need
- HR Hygiene, Records & Compliance
- Maintain accurate, audit-ready employee records, contracts, and documentation across all stages of the employment lifecycle.
- Monitor attendance, punctuality, and leave data to identify hygiene issues early and ensure timely correction.
- Support statutory compliance (EPF, SOCSO, EIS, PCB, Employment Act and related labour law requirements) and ensure submissions are accurate and on time.
- Uphold and help enforce HR SOPs, policies, and process standards consistently across departments.
- Recruitment & Onboarding
- Manage recruitment activities end-to-end — job postings, shortlisting, interview coordination, and offers within approved budgets and manpower plans.
- Coordinate structured onboarding so new hires are set up, briefed, and integrated in line with SOLS standards.
- Track hiring pipeline health (time-to-fill, source effectiveness) and flag delays on critical roles.
- Support contract, confirmation, extension, and exit administration in line with policy.
- Payroll Coordination & Statutory Accuracy
- Validate monthly payroll inputs (attendance, leave, claims, deductions) before submission for processing.
- Cross-check payroll outputs for accuracy and resolve discrepancies promptly with Finance and department leads.
- Track statutory submission deadlines and ensure filings are completed accurately and on schedule.
- Performance Management
- Track PDS (Performance Development System) milestones — reviews, confirmations, and PIPs — ensuring they happen on schedule.
- Support managers in preparing fair, well-documented performance reviews and improvement plans.
- Follow up on outstanding performance actions so cases do not stall or become backlogged.
- Employee Relations & Discipline
- Handle standard employee relations cases and disciplinary matters (e.g. warnings, PIPs) within the HR policy framework.
- Address people issues directly and promptly, rather than allowing them to escalate or linger.
- Escalate high-risk cases — terminations, retrenchments, non-confirmations — to the HR Director with full documentation.
- Maintain confidentiality and fairness throughout all case handling.
- Manager Advisory & People Support
- Advise line managers on policy interpretation, people decisions, and handling of team issues.
- Coach leaders on applying HR standards consistently and fairly within their teams.
- Support engagement and employee-experience initiatives that reinforce a structured, people-centric culture.
- HR Reporting, Data & Process Improvement
- Maintain HR trackers and prepare regular reporting on headcount, attrition, recruitment, and case status for the HR Director and management.
- Monitor key HR metrics and flag trends that require attention.
- Identify opportunities to simplify or improve HR processes and documentation, in line with the BOSS Framework's Delete–Simplify–Accelerate–Automate principle.
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