HR Manager, Malaysia

Azelis brings Innovation Through Formulation by developing safer, healthier, cleaner solutions to the market. How? Azelis is a multi-billion dollar global distributor of specialty chemicals and food ingredients, and represents first-class manufacturers across Life Sciences and Industrial Chemicals

We currently employ more than 2,400 talented individuals in more than 50 countries with offices across Europe, Asia-Pacific and Americas.

People are our key assets — that’s what we believe in. We embrace change as an invaluable opportunity to grow, learn and become ever better at what we do. And with a team that’s united in passion, vision, and values, we believe that we are able to work together to achieve everything we set our minds to. The chemical industry is ripe for disruption, and we are looking for like-minded enthusiastic, and innovative people who are thirsty for a challenge to join us in making a difference.

HR Manager @ Azelis Malaysia

Main Responsibilities

Set out the country HR agenda and priorities to support business needs, in close cooperation with the Managing Director of Malaysia and the APAC Senior HR Manager. Proactively partner the Managing Director, local leadership / management and staff in all relevant HR issues and facilitate the achievement of business goals by delivering professional, operational HR support in all areas of the employee life cycle (recruitment, employee relations, performance & talent management, compensation & benefits, performance management, training and development, etc.). Ensure the implementation of group policies and procedures at local level and provide the best possible support and information to Line Managers, whilst ensuring compliance with the applicable local legislation. Work closely with APAC HR in developing and disseminating HR policies, procedures and projects in all areas of HR, according to the HR expertise possessed.

Talent Acquisition & Onboarding

Manage end-to-end recruitment, from sourcing to offer stages. Ensure quality & availability of staff to meet evolving requirements of company and market. Use effectively social and professional media platforms (LinkedIn, ...) and internal referrals to reduce time to hire and reliance on headhunters. Implement the Group quality standards in recruitment (recruitment channels, tests, assessment centers for management, etc.) in the country. Design and implement onboarding process for all new joiners.

Compensation & Benefits

Ensure that the compensation policies in place succeed in attracting, motivating and retaining employees. Ensure that compensation (fix and variable) is consistent with the job position, benchmarking reports used in Azelis, the delivered performance, the market level, the retention of talents and key employees and the Group Policy. Ensure that the grading and banding system in use (if any) is consistently applied and rolled out in the country. Responsible for the annual merit review and bonus calculation exercises to ensure proper analysis of the overall financial impact and measurement of employee’s performance.

Payroll & HR Admin

Supervise ADP-Workday payroll process and ensure its timeliness, cost-effectiveness and quality by means of periodic reviews. Implement payroll optimization projects as required. Manage and optimize the existing Company schemes, including – but not limited to – pension scheme, benefits scheme, etc. Fleet management (where applicable): proactively manage company cars, ensuring the most cost-and time-effective solutions (i.e. reducing the internal administrative burden by making a smart use of external providers). Ensure that LOIs, employment agreements and all other documents relating to the employees’ life cycle (from recruitment to offboarding) are executed and filed timely and correctly.

Employee relations

Develop and maintain positive relationships with employees at all levels of the organization. Support and advise Line Managers in the management and development of their direct reports. Manage employee performance and disciplinary issues, including but not limited to, performance improvement plan and grievances, and provide advice/solutions to Line Managers. Develop and implement initiatives to sustain and improve employee morale, commitment and satisfaction, in line with organizational and cultural changes (e.g. employee satisfaction survey). Provide expertise and assistance to help achieve business targets and improve performance effectiveness of staff. Ensure full compliance with local employment laws in all HR matters. Manage litigation and represent the company in legal proceedings. Liaise and communicate effectively (in close cooperation with Management) with the relevant parties such as Unions (if applicable), works council (if applicable), employee representatives, local authorities, public institutions, etc., in order to reach business goals and guarantee the satisfaction of employees.

Communication

Develop and implement the most appropriate communication strategy around HR initiatives, policies and procedures, using all available channels (InterAct, Workday, …) in the most effective way.

Performance & Talent Management

Ensure the constant development of professional and management skills which are relevant to the business. Implement the most appropriate training and development programs. Provide support to the Manager and the APAC HR in the assessment / coaching and development of leaders, high potentials and the management of their career paths. Ensure that top performers and talents in the country are retained, remunerated and developed appropriately: establish existing as well as new tools as lever of business growth, ensuring they are correctly implemented, understood, shared, “owned” and consistently applied in the country. Act as observer in Cut-e assessment centers. Ensure the execution of performance management processes so that all associates have a meaningful performance evaluation experience and development plan.

Budgeting & Reporting

Manage the HR Budget and Forecasting process. Ensure that up to date and accurate statistics are maintained and that the HCM system (Workday) is kept up-to-date at all times.

The requirements of the job will develop and change due to the needs of the business and the employee will be expected to adapt to these changes. This list is not absolute, and the employee will be expected to carry out any tasks and duties for which he/she is trained.