Scope of Responsibilities:

1. Compensation and Benefits

a) Responsible to manage, execute and oversee all HR, Admin and Talent Management matters and function of AYER Holdings Berhad and its subsidiary companies (“Group”).

b) Responsible for the development, implementation and management of the Group’s HR functions, policies, procedures and programmes in line with the Group’s strategy, business plans and budgets.

c) Responsible for the effective operations of the Group’s Administration functions.

Primary Duties:

a) Manage and oversee the effective and efficient management of HR functions within the Group and provide leadership in HR management on matters and policies related to Recruitment, On-boarding, Retention and Succession Planning.

b) Responsible to drive and carry out all HR related initiatives in tandem with the Group’s overall corporate and business plans focusing on enhancing Diversity, Equality and Inclusion.

• Lead, manage and implement the performance management system and drives the performance management culture at all levels; including manpower planning, user acceptance on tech-led platforms eg: e-HR platforms (Basecamp, CRM, SurveyMonkey etc) and champion the e-HR platforms usage across the Group.
• Develop and implement best practices on entire Recruitment processes, On-Boarding scope, Probationary reviews and Talent planning.
• Develop and implement best practices on Administration scope of work including managing outsourced cleaner services, sourcing for quotations and working with external vendors.

c) Responsible to drive and carry out the Talent Retention & Succession processes focusing on:

• Lead, manage and implement the employee engagement programs, training & development programs (reskill or upskill) tapping on HRDF training programs and other external training provided by HR service providers.
• Bi-annual employee engagement e-surveys, Townhall, CSR activities and events focusing on ESG aspects,
• To perform Job Profiling, Gap Analysis and determine the training needs of all level of staffs; source for external training or consultancy providers where necessary.
• To improvise the methodology of the Group’s competency assessment system.
• To lead, manage and implement the Succession Planning processes for talent sustainability for the company.

d) To supervise the payroll, compensation and benefits planning and implementation, including the Group insurance schemes for Directors and staff, work with outsourced payroll service providers to enhance the payroll processes for the Group for timely and accurate payments made, emolument payments to regulatory bodies, preparation of annual EA forms.

e) To manage and implement HRA processes in accordance to SOPS and DAL in place for good governance eg; issuance of HRA letters eg employment letters, disciplinary letters and HRA letters related to MOHR, IRB, EPF and other government bodies. The scope will cover hiring of foreign workers internally or via outsourced agencies for the Plantation division where applicable.

f) To review and implement the Company’s Employee Handbook annually to remain relevant and meeting the market standards in place, conduct salary reviews to benchmark with relevant market rates/medians and standards in place.

g) Providing advice and assistance to Senior Management in developing HR strategies and budget in line with organization objectives and goals. Review and update existing policies, procedures and systems and to ensure all HR matters are in compliance with laws and regulation.

h) To assist and handle all industrial relation (IR) issues within the Group and advise the management the implications and strategies to manage industrial relations matters.

i) To assist in the overall management of the Group in any delegated assignments as part of the Central Management Services team.

j) To carry out any assignments that maybe delegated by the Management from time to time.