Human Resources Director

Key Responsibilities:

HR Strategy & Leadership

• Translate HR strategy into annual HR plans, priorities and initiatives aligned with business requirements.

• Lead the HR team in delivering effective and consistent HR services across the organization.

• Accountable for HR execution, functional performance and achievement of HR priorities.

HR Business Partnering & Workforce Planning

• Partner with business leaders on workforce planning, organization requirements and people-related business matters.

• Ensure manpower plans and HR initiatives are aligned with operational and organizational needs.

• Accountable for workforce alignment and effective HR business support.

Performance & Planning Management (PPM)

• Ensure the Company's PPM framework is effectively implemented through HRBP as the primary owner, or HR Generalist where HRBP is not available.

• Ensure performance planning, goal setting, review, calibration and performance improvement activities are completed effectively.

• Accountable for PPM execution, governance and performance management effectiveness.

Talent Acquisition

• Lead recruitment and workforce acquisition activities to meet current and future manpower requirements.

• Strengthen recruitment effectiveness, talent pipelines, employer branding and graduate / internship programs.

• Accountable for recruitment delivery, critical hiring and talent pipeline effectiveness.

Learning, Talent & Succession

• Implement learning, leadership development, career development, talent and succession programs.

• Partner with business leaders to identify capability gaps and develop talent for current and future roles.

• Accountable for learning effectiveness, talent development and succession readiness.

Compensation & Benefits

• Implement compensation, benefits and reward programs in accordance with Company strategy and policies.

• Support salary review, benchmarking, job evaluation, reward programs and workforce cost management.

• Accountable for C&B execution, governance and reward administration effectiveness.

HR Operations & Governance

• Ensure HR policies, processes, systems, records and reporting are effectively maintained and governed.

• Drive process standardization, HR digitalization, data accuracy and continuous improvement.

• Accountable for HR operational excellence, process compliance and data integrity.

Employee Relations & Compliance

• Lead employee relations, grievance, disciplinary and workplace relations matters in accordance with Company policies and applicable requirements.

• Provide guidance to managers on employee matters and ensure consistent and fair application of HR practices.

• Accountable for employee relations effectiveness, case management and HR compliance.

Employee Services & Experience

• Lead employee welfare, engagement and workplace service activities including festive celebrations, team building, cafeteria / café, transportation and other employee support services.

• Monitor employee feedback and improve HR services and workplace experience based on organizational needs.

• Accountable for employee experience, welfare, engagement and service effectiveness.

HR Analytics & Continuous Improvement

• Utilize HR data, reporting and analytics to identify workforce trends, risks and improvement opportunities.

• Lead HR process improvement, automation and digitalization initiatives to improve HR effectiveness.

• Accountable for HR analytics utilization, process improvement and HR transformation execution.

HR Team Development

• Develop HR team capability through clear responsibilities, coaching, performance management and career development.

• Build functional capability and succession within the HR organization.

• Accountable for HR team performance, capability development and succession readiness.

Others

• Perform other duties, responsibilities and strategic initiatives assigned by Management from time to time.

Key Requirements:

Education

• Bachelor's Degree in Human Resources Management, Business Administration, Industrial Relations, Psychology, Organizational Development or related discipline.

• Master's Degree, MBA or professional HR qualification is an advantage.

Experience

• Minimum 15–18 years of progressive HR experience, preferably in manufacturing environments.

• Minimum 6–8 years of HR management experience with responsibility for multiple HR functions or a significant HR organization.

• Strong experience in HRBP, workforce planning, PPM, talent management, employee relations, C&B, HR operations and employee engagement.

• Manufacturing experience in Semiconductor, Electronics Manufacturing, Advanced Materials, Precision Manufacturing, IC Packaging or EMS is preferred.

Technical Knowledge

• HR Strategy Execution, HRBP, Workforce Planning, PPM, Talent Acquisition, L&D, Talent & Succession, C&B, HR Operations, Employee Relations, Employee Services, HR Governance, HRIS and HR Analytics.

Additional Requirements

• Strong HR leadership, business partnering, stakeholder management, problem-solving and change management capability.

• Able to translate business requirements into practical HR programs and lead effective execution across multiple HR functions.