Manager, Human Resources

About the Role

We are looking for an experienced and commercially driven Human Resources Manager to lead the people and HR function of our growing F&B business.

This is a hands-on, business-focused HR role working closely with Management and Department Heads on organisation structure, manpower planning, talent management, workforce productivity, performance and leadership development.

We are looking for an HR professional who can think strategically, execute practically and take ownership of the HR function, while ensuring people decisions support business needs, cost efficiency and future growth.

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1. Organisation Design & Workforce Planning

• Optimise organisational structures, roles and reporting lines.
• Assess and recommend appropriate headcount, talent levels and workforce structure.
• Work with Department Heads to identify manpower gaps and workforce inefficiencies.
• Develop manpower plans for current operations, new outlets and future expansion, while driving continuous improvement in organisational effectiveness.

2. F&B Manpower & Workforce Productivity

• Review and optimise manpower requirements and deployment across outlets, including planning for new outlet openings.
• Establish appropriate staffing and workforce benchmarks for Front-Of-House, Back-Of-House and management.
• Analyse labour costs, overtime and workforce productivity.
• Partner with Operations to balance service standards, labour cost and manpower efficiency.

3. Talent & Recruitment

• Define the right talent profile for each role and partner with Department Heads to ensure hiring decisions are based on business and role requirements, not simply replacement headcount.
• Establish hiring standards and competency profiles.
• Strengthen recruitment and hiring quality, build a sustainable talent pipeline, and support employee retention through effective talent selection and development.

4. Talent Management & Succession

• Identify high-potential talent, critical roles and succession risks.
• Develop and implement succession and career development plans to support internal talent progression and readiness for key positions.
• Build a stronger management and leadership pipeline to support future business growth.

5. Performance Management

• Develop and strengthen the Group’s performance management framework.
• Establish clear KPIs, competencies and performance expectations with Department Heads.
• Drive performance improvement, employee development and accountability.
• Align rewards, career progression and recognition with performance and contribution.

6. Culture & Leadership Development

• Strengthen the Group’s culture, values and expected behaviours in partnership with Management.
• Embed organisational values into management standards and HR practices.
• Foster a culture of accountability, ownership, teamwork, performance and service excellence.
• Strengthen leadership capability and people-management effectiveness.
• Address cultural and leadership issues affecting organisational and business performance.

7. Compensation, Benefits & Workforce Cost

• Review salary structures, job grades and market competitiveness.
• Monitor manpower costs, labour productivity and business performance.
• Recommend competitive and commercially appropriate compensation and incentive structures.
• Align rewards and benefits with talent attraction, retention and performance.

8. HR Operations, Governance & Employee Relations

• Lead and oversee HR operations, policies and governance.
• Provide direction and supervision to the HR team and ensure effective delivery of core HR processes.
• Oversee employee relations, disciplinary matters and HR documentation.
• Provide professional HR advice to Management and Department Heads.
• Ensure compliance with Malaysian employment legislation and regulatory requirements.

9. HR Analytics & Management Advisory

• Provide Management with insights on headcount, manpower cost, labour productivity, turnover, recruitment, overtime, talent and performance.
• Analyse HR and business data to identify workforce issues, trends and opportunities for improvement.
• Provide objective, data-driven recommendations to support people and workforce decisions.

REQUIREMENTS

·        Minimum 5 years of progressive HR experience, including 3 years in a management/leadership role.

·        Proven experience in F&B, restaurant, hospitality or multi-outlet operations.

·        Strong expertise in organisation design, manpower planning, workforce productivity and talent management.

·        Strong knowledge of Malaysian employment legislation and HR practices.

·        Strong analytical, communication and stakeholder-management skills.

·        Independent, objective and confident in advising and challenging Management when required.