HR MANAGER

Key Responsibilities:

1. Misconduct & Disciplinary Management

• Lead investigations into alleged misconduct or wrongdoing in collaboration with relevant stakeholders.

• Issue show cause letters, review responses, and recommend appropriate disciplinary actions.

• Act as Prosecuting Officer during Domestic Inquiry (DI) proceedings as needed.

• Guide and appoint DI panellists, ensuring compliance with procedures.

• Prepare management papers recommending appropriate disciplinary actions post-inquiry.

• Advise senior management on disciplinary outcomes based on the severity of misconduct.

• Facilitate employee counseling sessions to support performance improvement initiatives.

• Ensure compliance with labor laws, statutory requirements, and company policies.

• Oversee grievance management, ensuring prompt resolution and harmonious employer-employee relations.

• Provide guidance on Performance Improvement Plans (PIP) and disciplinary actions in Workday.

• Review and present weekly disciplinary action reports for management meetings.

• Establish strong relationships with external HR consultants, legal advisors, trade unions, and government agencies.

• Represent the company at the Industrial Relations/Labor Department for cases under Section 20 and trade union disputes.

• Maintained updated disciplinary records for audit purposes.

2. Union & Industrial Relations Management

• Participate in union meetings to address grievances and foster positive labor relations.

• Conduct quarterly dialogues with worksite committees to resolve concerns proactively.

• Mediate and resolve conflicts between management and union workers.

3. Grievance Handling & Dispute Resolution

• Handle grievances and disputes efficiently, ensuring fair and timely resolutions.

• Investigate grievances by working closely with relevant departments to obtain detailed information.

• Maintain a harmonious work environment by fostering strong management-employee relations.

4. HR Policies & Compliance

• Update and revise HR policies and procedures to ensure compliance with labor laws and industry best practices.

• Provide strategic HR guidance to enhance workplace policies and employee engagement.

5. Collective Agreement Management

• Prepare and review presentations and materials related to the Collective Agreement (CA).

• Assist in negotiating the Collective Agreement with trade unions and developing negotiation strategies.

• Support Collective Agreement signing ceremonies and official documentation.

• Facilitate stamping and deposit of the signed CA with the Industrial Court for cognizance.

• Oversee the printing and distribution of the Collective Agreement booklets to union members.

Key Requirements:Education & Experience:

• Bachelor’s degree in Human Resources, Industrial relations or other related fields.

• Certifications: Professional certifications recognized in Malaysia, like the Malaysian Institute of Human Resource Management (MIHRM) certification, can be advantageous.

• 7-10 years of HR experience, including handling disciplinary actions, industrial relations, and union negotiations.

• Local Industry Experience: Experience in the Malaysian manufacturing or FMCG sectors, especially with companies that have unions, is crucial. Familiarity with local labor laws and regulations is essential.

• Proven experience in misconduct investigations, grievance handling, and compliance management.

Skills

• Understanding of Local Laws: Strong knowledge of the Industrial Relations Act 1967 and other relevant Malaysian employment laws.
• Negotiation and Mediation: Skills to handle talks with unions and mediate disputes are vital.
• Bilingual or Multilingual: Proficiency in Malay and English is often required, and knowledge of additional languages like Nepalese can be beneficial.

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