Kerja Sepenuh Masa Assistant Manager, Talent Acquisition & Development, Gaji tinggi MYR 7,500 di Tetap Hangat Reliance (Talent Houz) Selangor - Maukerja

What you will bring

• At least 4 years of relevant experience in HR or talent acquisition, with experience independently leading recruitment or people programmes

• Demonstrated ability to manage internal recruitment and build sustainable talent pipelines, supported by examples of hiring delivery during expansion or multiple concurrent vacancies

• Practical experience in employee engagement and employee development, onboarding or talent reviews, with evidence of improved employee outcomes

• Ability to translate business needs into plans, coordinate stakeholders, influence managers and follow through on agreed actions

• Ability to interpret people data, identify causes of gaps and recommend practical improvements

• English and Bahasa Malaysia communication skills for interviews, employee discussions and written reporting

• Qualification in Human Resources, Business, Psychology or a related field, or equivalent practical experience

• Experience in recruitment, staffing, service businesses or organisations with multiple branches is an advantage

The Mission You Will Take on – What You Will Do

• Translate expansion plans into a rolling 90-day manpower plan by role, branch and required joining date, distinguishing new positions from replacement hiring

• Own end-to-end internal recruitment, including sourcing, screening, interview coordination, selection recommendations, offer coordination and joining follow-up

• Establish role requirements and structured assessment criteria with hiring managers; align hiring priorities with approved headcount and budgets

• Develop recruitment channels through referrals, campus partnerships, direct sourcing and talent communities

• Review hiring progress weekly, monitor recruitment costs, funnel conversion, hiring timelines and new-hire outcomes; address gaps and escalate decisions required

• Work with managers to identify capability gaps and development priorities for employees and future leaders

• Partner with the Corporate Academy Lead on role-specific learning paths covering self-learning, assessments, coaching and on-the-job practice

• Own programme implementation, cohort schedules, individual development records and follow-up

• Establish role-specific 30, 60 and 90-day development checkpoints with workplace evidence and manager assessment of independent delivery

• Conduct monthly talent reviews to identify employees who are on track or behind, agree actions and reassessment dates, and track commitments to closure

• Annual Leave
• EPF
• SOCSO
• EIS
• Training Provided
• 5 Working Days