Kerja Sepenuh Masa, Human Resources Manager di Everrise Department Stores Sarawak - Maukerja

JOB MISSION

As an HR Manager for a premium supermarket in East Malaysia, you will oversee the full range of HR activities and help ensure the business has the right people, processes and support in place.

The role covers end-to-end recruitment and hiring, employee relations, HR policies and compliance, payroll, statutory contributions and tax matters. You will also manage compensation and benefits, annual performance reviews and salary structure, while supporting the business in identifying training and development needs.

You will work closely with managers and employees on day-to-day HR matters, including employee concerns, disciplinary cases and other people-related issues. The role also ensures that HR practices are aligned with company policies and local employment requirements.

JOB RESPONSIBILITIES

Strategic HR Partnership

• Act as a strategic HR partner to retail operations, supporting store leaders on manpower planning, workforce deployment, and organizational effectiveness.
• Provide advisory support to line managers on employee matters, ensuring fair, consistent, and compliant HR practices.
• Monitor manpower utilization, headcount tracking, and workforce cost alignment with approved budgets.
• Support organizational design, restructuring, and change management initiatives.

Compensation & Rewards

• Design and maintain salary structures, grading frameworks, and pay scales aligned with retail market benchmarks.
• Lead annual salary review, performance bonus exercises, and job evaluation following organizational review, recommending suitable compensation adjustments.
• Review and update compensation policies and practices to ensure compliance with local labour regulations.
• Partner with leadership to design incentive programs that drive business results.
• Ensure reward practices are competitive, equitable, and aligned with market benchmarks and business performance.

Organizational Development & Talent Management

• Drive talent management frameworks, including succession planning, talent reviews, and high-potential (HiPo) identification.
• Develop career pathways and progression frameworks for retail and corporate employees.
• Partner with L&D to align leadership development programmes with succession pipelines.

Employee Engagement & Culture

• Lead employee engagement initiatives, including surveys, action planning, and continuous feedback mechanisms.
• Drive initiatives to enhance employee experience, retention, and workplace culture.
• Partner with management to foster a positive, inclusive, and performance-driven work environment.
• Support internal communication strategies to strengthen employee alignment and engagement.

Capability Building and Reward Management

• Monitor performance trends and identify gaps in capability, productivity, and leadership effectiveness.
• Provide coaching and guidance to managers on performance management, employee development and capability building.
• Conduct surveys and benchmarking studies to ensure staff remuneration and benefits packages are competitive in the local market.
• Recommend improvements to reward, recognition, and employee benefits programs to enhance retention and engagement.

HR Compliance & Legal Governance

• Ensure statutory compliance with federal, state, and local labour laws.
• Monitor amendments to HR legislation and implement policies that benefit both the company and
• employees.
• Conduct investigations and maintain accurate records of HR incidents, grievances, and disciplinary actions.
• Consult with government agencies during inspections and ensure timely submission of HR reports.
• Establish and maintain HR policies and procedures to guide management and ensure legal compliance.

HR Analytics & Digitalization

• Utilize HR data and analytics (turnover, absenteeism, productivity, hiring trends) to support decision-making.
• Drive HRIS adoption, digital tools, and process automation to enhance efficiency and reporting capabilities.
• Develop dashboards and insights to support management in workforce planning and operational decisions.

Education & Experience

• Diploma or Bachelor’s Degree in Human Resources, Business Administration, or a related field.
• At least 5–8 years of relevant HR experience, preferably with experience in a management or supervisory role.
• Good knowledge of Malaysian employment laws, labour regulations and HR best practices.
• Experience managing employee relations, recruitment, performance management and other general HR matters.
• Experience working with employees and managers at different levels within an organisation.

Skills & Competencies

• Strong communication and interpersonal skills, with the ability to build good working relationships at all levels.
• Good negotiation, conflict resolution and listening skills.
• Strong leadership and people management skills.
• Good analytical and problem-solving skills, with the ability to make sound decisions.
• Well-organised, meticulous and able to manage multiple priorities independently.
• Able to handle sensitive and confidential information with professionalism and integrity.
• Good understanding of HR policies, procedures and employment-related requirements.
• Good presentation skills and confidence in communicating with different stakeholders.
• Proficient in Microsoft Office and other HR-related software or systems.
• Positive attitude, approachable personality and a strong sense of responsibility.