Full Time Human Resources Business Partner jobs in Federal Territory - Maukerja

2 positions available in Southern & Northern Region

JOB PURPOSE

To act as a strategic People & Culture business partner to Outlet Managers, Area Managers and retail operations leadership by translating business priorities into effective people strategies and HR solutions. The role is responsible for driving workforce planning, talent acquisition, employee engagement, performance management, talent development, employee relations and HR compliance across assigned outlets.

The HRBP ensures that outlets are adequately staffed with competent employees, maintains a productive and engaged workforce, supports business growth and operational efficiency, and promotes a consistent, fair and compliant people management culture in line with company policies and applicable Malaysian employment legislation.

KEY ACCOUNTABILITIES AND RESPONSIBILITIES

A. Strategic HR Business Partnering

• Partner with Area Managers and Outlet Managers to understand business priorities, operational challenges and workforce requirements.
• Translate retail business objectives into practical HR strategies, people initiatives and action plans for assigned outlets.
• Provide professional HR advice and guidance to outlet leadership on people management matters, organizational effectiveness and workforce productivity.
• Conduct regular outlet visits and business reviews to assess people-related challenges, identify improvement opportunities and ensure effective implementation of HR initiatives.
• Analyze people data and workforce trends to identify risks, recommend solutions and support business decision-making.
• Challenge and coach outlet leaders on people management practices to strengthen leadership effectiveness and accountability.
• Support the implementation of company-wide P&C strategies, policies, programmes and initiatives across the assigned area.
• Build strong working relationships with operational stakeholders and relevant P&C functions to ensure timely resolution of people-related issues.

B. Workforce Planning and Manpower Management

• Work closely with Area Managers and Outlet Managers to develop and review manpower plans based on outlet requirements, business volume, opening hours and operational needs.
• Monitor approved headcount, active headcount, vacancies, turnover and workforce availability across assigned outlets.
• Review manpower deployment and staffing structures to ensure appropriate workforce allocation across departments, including Fresh, Grocery, Non-Food, Front End, Customer Service and Outlet Operations, where applicable.
• Monitor vacancy ageing, recruitment progress, staffing gaps and manpower shortages, and recommend corrective actions to minimize operational disruption.
• Support workforce optimization initiatives, including manpower redeployment, succession coverage and resource allocation between outlets.
• Review overtime, absenteeism, unplanned leave and other workforce indicators to identify productivity concerns and recommend improvements.
• Support manpower budgeting and headcount planning in collaboration with Operations and Finance.
• Provide workforce insights and regular manpower reports to management to facilitate informed business decisions.
• Anticipate workforce requirements arising from new outlet openings, outlet renovations, business expansion, seasonal peaks and major promotional periods.

C. Talent Acquisition and Recruitment

• Partner with Talent Acquisition and outlet management teams to ensure timely fulfilment of approved vacancies across assigned outlets.
• Review recruitment priorities and establish hiring action plans for critical, ageing and high-volume vacancies.
• Monitor recruitment turnaround time, vacancy status, candidate availability and offer acceptance rates.
• Support mass recruitment initiatives, open interviews, job fairs, walk-in interviews and other sourcing activities to meet outlet manpower requirements.
• Identify recruitment challenges and recommend effective sourcing strategies for operational and frontline positions.
• Work with Outlet Managers to improve interview quality, candidate selection, offer management and onboarding readiness.
• Monitor new-hire attendance, early turnover and retention trends, and recommend improvements to recruitment and onboarding practices.
• Support recruitment planning for new outlet openings, relaunches, peak trading periods and other business-critical activities.
• Collaborate with Talent Acquisition to strengthen employer branding, local hiring partnerships and recruitment pipelines for outlet-level positions.
• Ensure recruitment activities follow approved headcount, recruitment procedures and relevant employment requirements.

D. Employee Relations and Industrial Relations

• Provide guidance to Outlet Managers and line managers on employee relations matters, disciplinary procedures, grievances, misconduct, attendance issues and workplace conflicts.
• Manage and investigate employee complaints and workplace issues objectively, fairly and confidentially.
• Advise management on appropriate disciplinary action, ensuring consistency with company policies, established procedures and applicable employment laws.
• Support the preparation and review of show-cause letters, domestic inquiry documentation, investigation reports, disciplinary letters and other relevant HR documents.
• Coordinate domestic inquiries and disciplinary proceedings where required, ensuring procedural fairness and proper documentation.
• Support the resolution of employee grievances and facilitate constructive communication between employees and management.
• Identify recurring employee relations issues and recommend preventive measures to reduce workplace disputes and employee dissatisfaction.
• Monitor industrial relations risks and escalate sensitive or complex cases to the relevant P&C leadership or legal advisers.
• Ensure employee relations cases are properly recorded, tracked, resolved and reported within the required timelines.
• Promote a respectful, inclusive and professional working environment across all assigned stores.

E. Performance Management and Employee Productivity

• Facilitate the implementation of the company's performance management process across assigned outlets.
• Coach Outlet Managers and line managers on objective setting, performance reviews, feedback delivery and performance improvement.
• Monitor the completion and quality of performance appraisals, ensuring adherence to company timelines and requirements.
• Support the identification and management of underperforming employees through performance improvement plans and appropriate follow-up.
• Advise managers on performance-related concerns, documentation requirements and appropriate management interventions.
• Review workforce productivity indicators, including absenteeism, turnover, overtime and staffing effectiveness, to identify areas for improvement.
• Work with Operations to develop action plans that improve employee productivity, accountability and overall outlet performance.
• Support the implementation of employee recognition initiatives and performance-related programmes in accordance with company policies.

G. Learning and Development

• Identify training needs across assigned outlets through business reviews, performance results, employee feedback and management input.
• Partner with Learning & Development to coordinate training programmes for store employees and people managers.
• Support the development of leadership, communication, employee relations and performance management capabilities among store management teams.
• Monitor training participation, completion rates and the effectiveness of development initiatives.
• Ensure employees and managers receive relevant HR policy briefings and mandatory training, as applicable.
• Identify capability gaps that may affect service standards, operational performance and employee productivity.
• Recommend targeted learning interventions to address recurring people management issues.
• Support the onboarding and orientation of new employees and newly appointed managers, ensuring consistent implementation across stores.

JOB REQUIREMENTS

Educational Qualifications

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial Relations or a related discipline.
• A relevant professional HR qualification will be an added advantage.

Working Experience

• Minimum 6-8 years of relevant HR experience, preferably within retail, supermarket, hypermarket, FMCG or another high-volume, multi-site operational environment.
• Demonstrated experience in HR business partnering, employee relations, workforce planning and HR operations.
• Experience supporting multiple outlets, branches, outlets or geographically dispersed operational teams is preferred.
• Experience handling disciplinary matters, investigations, performance management and employee engagement initiatives.
• Experience working with frontline and high-volume workforces is highly desirable.

Core Competencies

• Strong business partnering and stakeholder management skills.
• Excellent communication, interpersonal and influencing abilities.
• Strong analytical thinking, problem-solving and decision-making skills.
• High integrity and ability to handle confidential employee matters.
• Ability to manage multiple priorities and work within a fast-paced retail environment.
• Strong coaching, facilitation and conflict-resolution skills.
• Results-oriented mindset with the ability to drive accountability and follow through on action plans.
• Adaptability and willingness to travel between assigned outlets as required.

SCOPE OF RESPONSIBILITY

• Provide HR business partnering support to multiple outlet within an assigned geographical area.
• Support outlet leadership in managing the full employee lifecycle, from recruitment and onboarding to development, retention and separation.
• Ensure consistent application of HR policies and people management practices across assigned outlets.
• Drive workforce effectiveness and support the achievement of operational and business objectives through effective people strategies.
• Maintain appropriate oversight of HR risks, employee relations matters and compliance requirements within the assigned area.

GENERAL RESPONSIBILITIES

• Perform other HR-related duties and special projects assigned by the reporting manager in line with business requirements.
• Maintain professional standards, confidentiality and ethical conduct in all HR activities.
• Collaborate with other P&C functions to ensure integrated and consistent HR service delivery.
• Continuously enhance HR knowledge, business understanding and professional capabilities to support the evolving needs of the retail business.