Manager, Industrial Relations & HR Governance

Prudential’s purpose is to be partners for every life and protectors for every future. Our purpose encourages everything we do by creating a culture in which diversity is celebrated and inclusion assured, for our people, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and we support our people’s career ambitions. We pledge to make Prudential a place where you can Connect, Grow, and Succeed.

Lead the company’s industrial relations and HR governance to ensure compliance with labour laws, fair and consistent handling of employee matters, and strong HR practices across the organisation. Act as a trusted advisor to leadership on employee relations risks and governance matters.

Industrial Relations 

• Lead the resolution of workplace disputes by applying best practices and ensuring compliance with internal policies and Malaysian labour laws (e.g. Employment Act 1955, Industrial Relations Act 1967).
• Manage grievances, counselling, and disciplinary/misconduct cases with procedural fairness and proper documentation.
• Oversee investigations and domestic enquiries (DI), ensuring due process is followed.
• Provide clear guidance to managers and employees on IR processes and escalate complex/legal cases when required.

HR Governance

• Lead the implementation and continuous improvement of HR governance frameworks including policy development and enforcement.
• Review and update HR policies, procedures, and work processes related to IR/ER matters to ensure compliance and reduce job-risk exposure.
• Monitor regulatory changes and ensure HR teams are informed and trained accordingly.

Risk & Compliance Management

• Act as focal point for HR-related risk and compliance matters (e.g. RCSA, RMC, compliance reporting).
• Ensure timely and accurate regulatory and internal reporting (e.g. BNM ORR, RCM, compliance submissions).
• Conduct periodic HR audits, risk assessments, and policy reviews to identify and rectify compliance gaps.
• Maintain and update regulatory matrices and ensure data consistency across reporting platforms.
• Support audits, assurance reviews, and follow-up on identified gaps or actions.
• Act as the Division’s Risk & Compliance Champion to drive awareness and foster a strong compliance culture.
• Work closely with HR stakeholders to ensure alignment on risk controls, reporting requirements, and governance practices.
• Promote a strong risk and compliance culture within HR and the organisation.
   

Advisory & Stakeholder Management

• Advise senior management on employee relations risks and appropriate actions.
• Represent the organisation in external hearings, conciliation, or investigations where required.
• Build strong working relationships with internal stakeholders to ensure alignment on HR practices

Capability Building

• Build capability of people managers in handling employee relations matters (e.g. PIP, misconduct, disciplinary processes).
• Conduct training and awareness sessions on HR policies and IR practices.
• Provide ongoing guidance and coaching to managers on people-related issues.

 

Prudential is an equal opportunity employer. We provide equality of opportunity of benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part-time / fixed-term work, or any other status protected by applicable law. We encourage the same standards from our recruitment and third-party suppliers taking into account the context of grade, job and location. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.