Total 3 Director/C-Level Performance Researcher job vacancies in Human Resources category in Malaysia

Responsibilities:

• Develop and execute HR strategies that align with business objectives and drive results
• Partner with business leaders to deliver HR initiatives and people strategies
• Lead organisation effectiveness, succession planning, and workforce planning
• Play a pivotal role in the Singapore business leadership team
• Collaborate closely with Talent Acquisition to develop effective recruitment strategies that align with the growing needs of the business
• Provide leadership coaching to optimize teams and manage employee relations issues
• Establish effective relationships with regional HR teams to implement successful talent strategies
• Represent Singapore in all HR matters and employer branding efforts
• Liaise with statutory boards and keep abreast of local industry trends to influence global HR policies.

Requirements:

• Bachelor’s or Master’s degree in HR Management or related field
• Minimum 10 years of HR Business Partnering & Leadership experience with an agile MNC; Experience in global technology companies is a plus.
• Proven track record in HR leadership roles
• Demonstrated experience in implementing global policies and practices within a local context
• Strong business partnering and stakeholder management skills with the ability to build relationships and influence stakeholders at all levels
• Self-starter with strong project management skills and decision-making skills
• Ability to thrive in a complex organisation
• Excellent communication and interpersonal skills.

Please include the following information in your resume:

• Reasons for leaving last 3 employment
• Salary drawn for last 3 employment (including current)
• Expected Salary
• Notice Period

• Serves as Director in the HCTM Center for Performance Excellence, providing technical and administrative supervision to a subordinate staff responsible for managing and awarding exemplary performance.
• Provides senior-level consultation, strategic and innovative advice and guidance on policies, processes and functions related to performance management, awards and recognition and executive resources operations.
• Responsible for strategic planning, implementation, accountability, and evaluation of CPEs programs.
• Ensures consistency in the interpretation and application of personnel policy and regulations among the multi-specialty functions and teams and ensures effective customer service.
• Utilizes data to make decisions and recommendations for change and innovation; drives change management in CPE's functional areas and ensures a healthy work environment for their employees and managers.

In this role, the candidate will hold dual portfolios in the areas of HR Partnering and Performance Management.

Key Responsibilities:

HR Partnering

As a HR Partner, you will act a strategic HR advisor who builds strong partnerships with the senior leaders and the HR Centres of Excellence (COE) teams to develop and execute the People Strategies. Your key responsibilities would include:

• Establish strong partnership with the business units to drive organizational effectiveness while implementing HR programmes and initiatives
• Actively identify gaps and opportunities where people-related risks can be minimized and influence solutions/outcomes
• Provide advice on HR policies and procedures including but not limited to the following areas - employment legislation, talent management, performance management, recruitment, manpower planning, rewards strategies and employee engagement;
• Establish clear understanding of the hiring requirements of the Business Units and work closely with NTU’s Shared Services team on the hiring of talents and appointment/re-appointment of staff on a timely basis.
• Be a facilitator and HR advisor to senior leaders in managing matters pertaining to industrial relations, employee grievances, conduct and discipline.
• Provide advice to stakeholders on policy changes, collaborate with senior leaders and functional HR Centre of Excellence to drive all HR initiatives such as manpower planning and projection, budget planning, employee engagement surveys, people development programs, change management plans, performance management etc.

Performance Management

• Be part of a team to drive the annual University-wide year-end appraisal exercise. The team is also expected to review and implement strategies/ frameworks/ policies aimed at sharpening the performance management.
• Drive and implement the annual University-wide Career Progression/Promotion processes for the University. This includes managing the annual performance management and promotion cycle, target-setting and confirmation.
• Review, formulate and implement performance management policies, framework and initiatives for all schemes of service to ensure robustness and objectivity
• Design and deliver education briefings, e-Learnings and messages to the wider HR Community, stakeholders, and employees, to advocate good performance management practices aligned with the overall talent development strategy.

Requirements:

• Degree with at least 8 years of relevant working experience in the Human Resources function, preferably in the HR Business Partnering and/or Performance Management function(s).
• Good Knowledge of Employment Act and Labour Laws
• Strategic mindset and perspective, comfortable with ambiguity with the ability to diagnose current state, anticipate future needs and recommend forward approaches.
• Strong communication and persuasion skills with the ability to influence influence stakeholders at various levels
• Resourceful and pragmatic with a solution-focused attitude. Demonstrates flexibility and adaptability according to changing needs and priorities
• Collaborative and is comfortable working in a matrix structure with multiple priorities
• Resourceful and possess strong initiative to drive changes
• Collaborative and is comfortable working in a matrix structure with multiple priorities
• Ability to work independently as well as be active team members within and across the HR team
• Detail-oriented, proactive and strong analytical thinking