STRATEGIC KEY RESULT AREAS

1. Workforce Planning & Budget Management

Assist the P&C Manager in annual manpower planning aligned with academic and operational requirements.

Support the preparation and consolidation of the annual P&C budget, including:

a. Headcount projections

b. Salary benchmarking

c. Insurance renewals

d. Expatriate-related costs (visa, relocation, flight benefits)

e. Professional development allocations

f. Staff engagement initiatives

Conduct cost simulations for new hires and replacement scenarios.

Track and monitor P&C budget utilisation and provide variance analysis and forecasting support.

Provide data-driven insights to support strategic staffing decisions.

2. Compensation & Benefits Strategy and Market Benchmarking

Support periodic review of compensation structures to ensure competitiveness within:

a. International schools in Malaysia

b. Comparable premium private education institutions

c. Regional expatriate employment markets

Conduct market research and benchmarking on:

a. Medical insurance plans

b. Expatriate benefits and allowances

c. Flight entitlements

Wellness and employee engagement benefits

3. Regulatory Compliance & Expatriate Lifecycle Management

Lead and oversee the end-to-end process of employment permits, teaching permits, nursing licenses, admin permits and permits to study.

Act as primary liaison with:

a. Immigration Department of Malaysia

b. Ministry of Education (MOE)

Ensure full compliance with:

a. Malaysian Employment Act

b. Immigration regulations

c. MOE requirements for international schools

Proactively monitor regulatory updates impacting expatriate employment and advise the P& C Manager accordingly.

Oversee compliant and smooth onboarding and offboarding of expatriate as well as local staff.

4. HR Operations Excellence & Governance

Drive continuous improvement of non-payroll HR processes to enhance efficiency and employee experience.

Strengthen HR governance by ensuring proper documentation, audit readiness and data integrity.

Oversee accurate HRIS management and reporting.

Develop and refine SOPs aligned with international school governance standards.

Generate HR analytics dashboards (headcount, turnover, leave trends, expatriate status tracking) to support leadership decision-making.

5. Recruitment & Talent Support

Support recruitment strategies for academic and non-academic positions.

Ensure recruitment practices align with safeguarding and child protection standards.

Support onboarding programs that enhance new joiner integration and uphold the school’s employer brand.

Contribute to employer branding initiatives to strengthen the school’s market positioning.

6. Employee Experience & Engagement

Execute and enhance staff welfare and engagement programs.

Provide professional, solutions-oriented support on employment-related queries.

Support professional development administration and logistics.

Contribute to initiatives that promote retention, wellbeing, and positive workplace culture.

7. Strategic HR Projects

Lead or support ad hoc P&C projects such as:

a. HR digitalisation initiatives

b. Policy review and harmonisation

c. Employee engagement surveys

d. Organisational restructuring exercises

e. Benefits redesign projects

Participate in cross-functional school initiatives where HR input is required.

Support change management efforts during organisational transformation.

8. Other Job Tasks

Manage database on staff insurance and provide support to staff on claims enquiries and submission

Facilitate in registration, booking of hotel and transport arrangement for professional development activities

Administer on a daily basis, staff attendance and leaves

Handles queries from staff with regards to their employment matters

Manages end-to-end process of flight cash equivalent

Assist in the compilation and submission of relevant HR reports

Any other relevant duties as assigned from time to time

JOB SPECIFICATIONS

Academic / Professional Qualification

Degree in Human Resources, Business Administration, or related field.

Professional HR certification (e.g., MIHRM or equivalent) is an advantage.

Experience

Minimum 5–7 years of progressive HR experience.

Experience within an international school or expatriate-heavy environment preferred.

Exposure to budgeting, workforce planning, and compensation benchmarking would be preferred.

Experience liaising with Malaysian government authorities is essential.

COMPETENCIES

Technical Competencies

Strong understanding of Malaysian Employment Act and immigration requirements.

Knowledge of MOE regulations applicable to international schools.

Experience in compensation analysis and benefits benchmarking.

Strong analytical skills with ability to interpret HR metrics.

Advanced proficiency in Microsoft Excel and HRIS systems.

Leadership & Behavioral Competencies

Strategic and analytical thinker.

High integrity and strong confidentiality standards.

Strong stakeholder management and influencing skills.

Proactive, solution-oriented, and able to manage ambiguity.

Ability to balance operational execution with strategic contribution.

Strong service mindset aligned to international school culture.