Kerja Sepenuh Masa, Vice President, Organisation Development - Employee Relations di Kenanga Group Federal Territory - Maukerja

ROLE PURPOSE

The Vice President, Organisation Development & Employee Relations is a senior, hands‑on role responsible for the design, administration, and consistent application of the Group’s organisation development, performance management, job architecture, and employee & industrial relations frameworks. This role reports to the Head of Organisation Development & Employee Relations.

KEY RESPONSIBILITIES

Organisation Design, Structure & Workforce Changes

• Review, assess, and actively design organisation structures, including reporting lines, span of control, role alignment, and layering, to ensure clarity, effectiveness, and operational practicality.
• Provide oversight and guidance on restructuring, reorganisation, and workforce change initiatives, including reviewing analyses of current and proposed structures, advising on role changes, and ensuring organisation design decisions are translated into practical, well-governed outcomes.
• Oversee and review the development, validation, and finalisation of organisation design proposals, ensuring consistency, quality, and alignment with approved job architecture, role classification, and grading principles.
• Conduct manning level and workforce productivity analyses, including assessment of staffing adequacy, workload distribution, and role utilisation, to support current and future business needs, recognising that such analyses may be further developed as the organisation’s workforce planning maturity evolves.

Job Evaluation, Role Classification & Job Architecture

• Perform and apply job evaluation methodologies and role classification frameworks, including the assessment of job size, role scope, and complexity, in accordance with approved standards and frameworks.
• Draft, review, and validate job descriptions, role scopes, and grading recommendations, ensuring internal equity, consistency, and alignment with the Group’s job architecture.
• Act as the subject‑matter expert and decision authority on complex, sensitive, or disputed job evaluation and role classification cases, including providing final recommendations within delegated authority.
• Maintain and actively manage the integrity of the Group’s job architecture, role hierarchy, and classification structure, including identifying gaps, overlaps, or inconsistencies and recommending corrective actions.

Performance Management

While this is not a core accountability of this role, the position provides oversight and subject‑matter guidance to ensure consistency, fairness, and governance discipline across the Group. In this capacity, the role will:

• Provide oversight and guidance on the administration of the Group’s performance management framework, including goal setting, performance review cycles, calibration, and performance differentiation, as applied by HR and line management.
• Review and advise on performance‑related actions, including performance improvement plans and consequence management decisions, to ensure alignment with policy, consistency of application, and legal defensibility.
• Serve as a reference and review point for complex, escalated, or sensitive performance cases, providing judgment and guidance rather than direct case ownership.
• Support HR functions in interpreting performance management requirements and addressing exceptions, deviations, or disputes arising from performance outcomes.

Project Management

HR Project Management (New Business, Merger & Acquisition, Outsourcing etc.)

• Collaborate with project committees to drive all HR related aspects and render strong support in accomplishing project goals.
• Liaise closely with all other GHR Section Heads to assess/evaluate issues that arises and provides the appropriate recommendations/solutions/suggestions.
• Highlight and liaise with project committee or management on any un-anticipated/ad-hoc issues that may arise and ensure that there are solutions/closures to those issues.
• Liaise with internal or external solicitors to address issues or to come out with sound advice/solutions.
• Follow-up closely on project workplan timelines/milestone.

Employee Relations & Industrial Relations

While this is not a core accountability of this role, the position provides oversight and subject‑matter guidance to ensure consistency, fairness, and governance discipline across the Group. In this capacity, the role will:

• Provide guidance to HR functions and line management on the appropriate management of underperformance and disciplinary matters, ensuring alignment with approved policies and practices.
• Oversee, review, and quality‑assure employee relations and industrial relations matters managed by the ER/IR Specialist, including investigations, disciplinary cases, grievances, and complaints, to ensure consistency, fairness, and legal defensibility.
• Review and endorse investigation approaches, findings, reports, and recommended actions prepared by the ER/IR Specialist, without assuming direct execution responsibility.
• Provide oversight and sign‑off on engagements, submissions, and representations to labour authorities, regulators, or external bodies, where applicable, and oversee the ER/IR Specialist’s secretariat role to the Group Disciplinary Committee, including review of materials and assurance of proper execution and follow‑through of Committee decisions.

Governance, Policy Application & Risk Control

• Develop, apply and interpret people‑related policies, including disciplinary, performance management, and job governance policies, ensuring sound judgment and practical application.
• Ensure consistent application of policies and procedures across the Group, and proactively identify, flag, and address deviations, gaps, or people‑related risks.
• Lead and contribute to the drafting, review, and periodic updating of people policies and procedures, ensuring alignment with business needs, governance standards, and applicable laws.
• Partner closely with Legal and Compliance on matters with legal, regulatory, or litigation exposure to ensure defensibility and risk mitigation.
• Support and participate in internal audits, investigations, inquiries, or reviews relating to people governance, policies, and practices.

Stakeholder Support & Functional Leadership

• Provide practical, solution‑oriented advice to HR Section Heads and line managers on organisation development and employee relations matters.
• Coach, guide, and support HR team members on complex cases and technical issues, ensuring sound judgment and consistent application of policy and practice.
• Represent the ODER function in internal committees, forums, or working groups, as required, providing subject‑matter input and supporting informed decision‑making.

QUALIFICATIONS & EXPERIENCE

• Degree in Human Resources, Industrial Relations, Law, Business, or related discipline.
• Minimum 10 years of hands‑on experience in any two (2) of the following areas: organisation development, job evaluation, policy creation and review, and employee and/or industrial relations.
• Demonstrated experience handling complex ER/IR or job governance matters.
• Strong working knowledge of employment and industrial relations laws.