Key Responsibilities:

Strategic HR Partnership

Partner with business leaders to understand business priorities and translate them into effective HR strategies and solutions.

Identify organizational capabilities required to execute business strategies and monitor performance.

Provide strategic guidance on workforce planning, organizational restructuring, and succession planning.

Participate in operational meetings to understand business challenges and support operational effectiveness.

Performance & Talent Management

Drive the development and implementation of annual KPIs aligned with business objectives.

Promote and cultivate a high-performance culture within the organization.

Support leadership development and manage the talent pipeline across the subsidiary.

Provide coaching and guidance to line managers on performance management, career development, and disciplinary matters.

Employee Relations & Engagement

Manage and resolve complex employee relations issues.

Foster strong working relationships between management and employees to improve engagement, morale, productivity, and retention.

Act as a change agent and employee champion in driving culture and transformation initiatives.

Learning & Development

Conduct training needs analysis for business units and employees.

Monitor and evaluate the effectiveness of training programs to ensure objectives are achieved.

HR Operations & Collaboration

Collaborate with HR teams to deliver value-added HR services aligned with business goals.

Partner with the HR Business Partner community to share best practices and align people strategies across subsidiaries.

Support the implementation of HR systems, policies, and processes in alignment with Corporate HR.

Continuous Improvement

Provide feedback on group-level and shared services initiatives to improve HR processes and services.

Support HR transformation initiatives and ensure effective implementation of HR programs.

Requirements:

Bachelor’s Degree in Human Resources, Business Administration, or a related field.

Minimum 8–10 years of progressive HR experience, with at least 5 years in a senior managerial or plant leadership role.

Preferably experience in HR Generalist with strong exposure to the manufacturing environment, including ISO standards and social compliance/regulatory requirements.

Proven track record in leading end-to-end HR strategy within plant operations.

In-depth knowledge of employment legislation, labour regulations, and foreign worker management.

Experience engaging with government bodies and immigration authorities on regulatory and compliance matters.

Strong strategic thinking with hands-on execution capability.

Influential leader with strong stakeholder management and negotiation skills.

Strong team leadership capability with the ability to develop and inspire high-performing HR teams.