Job Listing

JOB DESCRIPTION

Summary

This position consists of two key responsibility areas: (1) HR Manager for Packaging Malaysia entities and (2) Regional HRBP for the Packaging Regional Business Unit.

As HR Manager, the role holder is a Strategic Business Partner to Company Managers in Packaging Malaysia delivering value-added services and advisory pertaining to people matters while ensuring alignment of business objectives with employees and management in designated business units.

As Regional HRBP, the role holder is expected to plan, direct and coordinate human resource management activities to maximise the strategic and productive use of the human capital and support the implementation of Packaging’s strategic goals in the areas of employee engagement, learning & development, succession planning and talent management. The incumbent is a trusted partner to all Company Managers in creating a sustainable learning and development culture for the employees.

As HR Manager, Packaging Malaysia

• Manage and oversee the Packaging Malaysia HR team on a day-to-day basis including supervising, developing, motivating and guiding in order to achieve department and company goals according to set standards as per the Group’s policies and guidelines.
• Conduct periodic performance appraisals with team members; provide on-time feedback to improve team members’ performance.
• Identify the skills and knowledge required by team members to perform their assigned tasks, and provide coaching and other development opportunities to acquire these
• Manage the budget allocation for the department on an ongoing basis.
• Plan, develop and implement short to medium-term Country HR action plans in order to support the achievement of the Group and Companies’ goals. This includes working with the Group HR team in ensuring the alignment of goals and activities.
• Support business leaders in the execution of their business strategies by providing guidance and assistance in implementing change and managing transformation as part of creating a culture needed to deliver business strategies.
• Review local HR policies, procedures and processes across all Packaging Malaysia plants, identify improvements and recommend changes to stakeholders. Incorporate applicable local HR statutory requirements in HR policies and procedures in order to ensure legal compliance.
• Develop and implement effective recruitment strategy and selection process to supply Companies with a pool of potential candidates and retain high-quality talent to contribute to the companies’ growth in the most cost-efficient way.
• Monitor and assess employees' inter-working relations and undertake to coach, counsel or train managers/immediate superiors in handling disciplinary issues, resolving conflicts and grievances to maintain and enhance the overall working climate and improve employee engagement in the company. This includes managing the industrial relations process according to local labour law requirements.
• Coordinate level negotiation and/or participate in negotiation with government and third-party representatives related to human resources matters. Maintain contact with government officers to monitor and update the human resources programs as well as third-party consultants to support the human resources activities.
• Coordinate and implement talent management, staff onboarding, career development programs etc. based on the Group HR framework and objectives for the various employee levels.
• Conduct periodic reviews and update job descriptions of employees to maintain the overall HR work structure and to comply with HR procedures documented under ISO 9001 and 8001 standards.
• Review and manage a salary administration program in order to ensure compliance and equity within the Country by analyzing wage and salary reports/surveys and data to determine a competitive compensation plan. This includes coordinating annual salary reviews, incentive payment exercises and periodic reviewing of employees' job grades.
• Review local employee benefits programs by assessing benefit needs, analysing trends and recommending enhancement or changes to benefit programs to management in order to ensure compliance and equity within the Country.
• Plan and organise periodic Employee Engagement Surveys, Meet-The-Employees sessions/ townhalls and other intervention sessions with the Company Management to ensure the Company stays informed and takes action to sustain or improve employees’ well-being.  This includes tracking and following up on action taken to address and close gaps in issues arising from such feedback.
• Give professional advice to management regarding termination plans. Monitor all termination activities. Ensure all activities are compliant with company policies and government regulations. 
• Work closely with Group HR to drive a continual effort to improve HR services, programs and processes.
• Consult with the CHRO and Company Managers for any modifications and or additions to company policies, practices, systems, and procedures.
• HR Operations
• Provide direction and guidance to HR operations support in the country.  It includes onboarding, exit management, HRIS, payroll, income tax, eClaim (medical/dental), eTravel, eLeave administration, insurance, statutory reports & submission, etc. 
• Perform monthly payroll verification for all legal operating entities in the country to ensure accuracy and timelines.
• Company EHS
• Accountable for all aspects of EHS over which they have control
• Comply with EHS policy, programs, procedures and system requirements
• Understand significant EHS impacts and risks associated with their work
• Report and feedback on all EHS issues and concerns

• Lead and drive the L&D culture for all packaging business units for the region.
• Collaborate with all company managers and regional management team to identify knowledge, skills and competencies gaps for the employees.
• Set development strategies to upskill and upgrade staff’s middle and senior management levels’ knowledge, skill sets and mindsets.
• Manage expectations of various stakeholders in L&D initiatives and drive implementation that delivers the most valuable outcome for the overall business.
• Tap on Group HR to leverage and align L&D activities creatively.
• Provide training records and update senior management quarterly on progress to KPIs set.
• Work and liaise with external training providers wherever required within the boundaries and approval of the COO/CHRO.
• Lead direct report’s development in supporting the Regional Operations Directors’ directives in upgrading the skills level of Operators and Supervisory levels.
• Provide insights and support to the COO in levelling up the standard of leadership.
• Priorities (for the next two years)
• Drives knowledge, skill sets and mindsets to the next level for packaging
• Put in place L&D vision for strategic leadership growth pathway
• As per "Key Tasks" assigned on a regular basis
• Authority 
• Decisions the jobholder is authorised to make
• Subject to the limit of authority  and Group Policy MS105, 109
• Authority to advise Management on actions pertaining to personnel-related matters, including but not limited to, terms and conditions governing employment.
• To the extent possible, to sub-delegate Human Resources Authorities from the CHRO to subordinates while ensuring the overall operational integrity of the Human Resources Programs.
• For some activities, authority for operational human resources decision-making in accordance with existing policies and procedures will be delegated by the Company Managers.
• The Company Managers and the HR Manager will work cooperatively to resolve problems. The respective Company Manager is primarily responsible for the decision itself, and the HR Manager acts in an advisory capacity in that effort.  In the case of a disagreement, both the Company Manager and the HR Manager may escalate for resolution and decision.
• Performance appraisal and recommendation of disciplinary action against subordinates.
• As delegated by the COO from time to time
• Decisions requiring approval from a superior:
• Develop and modification to Group and or Company policies, practices, systems and procedures.
• Hiring, promoting and or termination of any direct reports;
• Any deviations from established Group Policies and or practices.

• Degree holder in Business/Human Resource Management or equivalent 
• At least 8 years of relevant experience in a manufacturing environment with at least 2 years in a management/ supervisory role
• Development of strategies related to talent management and learning and development
• Excellent Communicator both verbal and written to groups of people
• Strong interpersonal skills and work well with people at various levels within the organization
• Self-initiator and creative in building relationship and developmental growth plans.