Job Description

Job Purpose

Leads the translation of Hartalega’s business strategy, vision, and values into integrated people strategies grounded in Honesty, Innovation, Excellence, Learning, Dedication, and Synergy.

Drives HR business advisory, succession planning, career mobility, employee engagement, performance management, and leadership effectiveness to build a future-ready workforce.

Elevate Hartalega’s people practices to a level of external recognition and admiration.

Responsibilities

1. Partner with assigned business units to translate business strategies, priorities, and challenges into aligned HR plans and people initiatives.

2. Deliver timely and practical HR advisory to leaders, acting as a strategic sparring partner on people, organization, and workforce matters.

3. Lead talent review and workforce planning discussions, covering hiring, exits, promotions, transfers, succession, high potentials, and gap mitigation.

4. Drive adoption of HR policies, programs, systems, and process changes by guiding leaders through consultation and change management.

5. Advise on organizational design, restructuring, and role creation to ensure structures and capabilities align with business objectives.

6. Guide managers on manpower requisitions, interview processes, and candidate assessment, ensuring consistency in culture fit and leadership competency evaluation.

7. Facilitate KPI alignment and performance management processes, including top-down goal setting and performance calibration sessions.

8. Advise and guide managers on employee relations matters, including disciplinary processes and corrective actions, in line with company policy.

9. Coach leaders and employees to strengthen engagement, accountability, and a high-performance culture across the organization.

10. Enforce compliance with internal policies, employment legislation, and industry best practices while identifying improvement opportunities.

Qualification and Experience

1. Bachelor’s Degree in Human Resource Management, Business Administration, or equivalent qualification.

2. Minimum 8 years of relevant HR experience, including extensive HR Business Partnering experience, preferably within a manufacturing environment.

3. Proven expertise in HR business partnering practices, employee lifecycle management, and workforce planning, including recruitment, performance management, succession planning, rewards, and industrial relations.

4. Strong knowledge of labor legislation, employment standards, and governance frameworks, including Labor Law, ILO principles, Code of Conduct, and NDAs.

5. Demonstrated experience in talent management, organizational design, organizational change management, and culture development initiatives.

6. Proficiency in HR data analysis and interpretation to support workforce insights, employee engagement strategies, and informed business decisions.