Job Description

Key Strategic Responsibilities

1. Group HR Strategy & Transformation

• 
  Develop and execute the Group HR strategy aligned with short-, mid-, and long-term corporate plans.

• 
  Lead organisation-wide workforce planning, talent scalability, and future capability building.

• 
  Drive HR digitalisation initiatives (HRIS, analytics, automation, AI adoption).

• 
  Ensure HR frameworks support business expansion, M&A activities, regional growth, and restructuring.

2. Talent Management & Leadership Development

• 
  Build and maintain leadership pipeline and succession planning for Board, C-suite, and senior roles.

• 
  Develop and implement Group-wide leadership development programmes.

• 
  Oversee HiPo development, career pathways, and talent mobility across regions.

• 
  Strengthen employer branding and Employee Value Proposition (EVP) locally and regionally.

3. Performance, Rewards & Governance

• 
  Lead the design and governance of:

  • 
    Performance management framework

  • 
    Executive remuneration and incentive structures

  • 
    Long-Term Incentive Plans (LTIP)

• 
  Work closely with the Board, Remuneration Committee, and external consultants on:

  • 
    Executive compensation benchmarking

  • 
    Share-based incentive programs

  • 
    Bursa Malaysia and regulatory compliance

4. Culture, Engagement & Change Management

• 
  Champion a high-performance, ethical, and inclusive culture.

• 
  Lead change management efforts for large-scale transformation projects.

• 
  Drive employee engagement, well-being, and organisational effectiveness.

• 
  Serve as Group custodian for Diversity, Equity & Inclusion (DEI).

5. Industrial Relations, Compliance & Risk Management

• 
  Act as Group advisor for industrial relations, union matters, and labour law compliance.

• 
  Ensure adherence to:

  • 
    Employment Act 1955

  • 
    Industrial Relations Act 1967

  • 
    OSHA

  • 
    PDPA and other HR regulatory frameworks

• 
  Mitigate people-related risks and oversee disputes, misconduct, and major disciplinary actions.

6. Stakeholder & Board Engagement

• 
  Present HR metrics, risk updates, and strategic initiatives to:

  • 
    Board of Directors

  • 
    Board Committees (Remuneration, Risk, ESG)

• 
  Collaborate with investors, regulators, and auditors on human capital matters.

• 
  Lead Human Capital & ESG reporting for annual and sustainability reports.

Operational Leadership

• 
  Lead and develop Group HR teams across multiple business units and regions.

• 
  Manage Group HR budgets and resources effectively.

• 
  Establish and enforce standardised HR policies, SOPs, and best practices across the organisation.

Requirements

• 
  Bachelor’s Degree in Human Resources, Psychology, Business, Law, or related field.

• 
  Master’s Degree / MBA / Professional HR Certification (SHRM, CIPD, MIHRM)
  highly preferred
  .

Experience

• 
  15–20 years of progressive HR leadership experience.

• 
  5–8 years at
  Group HR Director / CHRO
  level.

• 
  Mandatory experience in
  Public Listed Companies (PLC) and/or multinational corporations (MNCs)
  .

• 
  Proven track record managing:

  • 
    Large workforce (multi-thousand headcount preferred)

  • 
    Multi-country HR operations

  • 
    Transformation and change management programmes

  • 
    Board-level reporting and engagement

Core Competencies

• 
  Strategic leadership and strong business acumen

• 
  Board and senior stakeholder management

• 
  Workforce transformation and HR digitalisation

• 
  Executive compensation, rewards, and governance

• 
  Industrial relations and labour law mastery

• 
  Talent management, succession planning, and leadership development

• 
  Change management & leadership