Sepenuh Masa Human Resources Manager Jobs, in One People Team Kuala Lumpur - Maukerja

About The Role

One People Team (OPT) is an HR advisory and leadership development company that partners closely with founders and leadership teams across Southeast Asia to help them build high-performing teams, strengthen people practices, and support business growth.

As part of our fractional HR advisory work, we regularly support growing businesses in strengthening their HR function and building the right people foundation for their next stage of growth.

We are looking for HR Managers who are hands-on, practical, and business-minded to support our client companies across a range of industries. Depending on the business needs, this role may cover HR operations, recruitment, onboarding, employee relations, performance management, compliance, employee engagement, and HR process improvement.

This role is suitable for someone who enjoys working closely with leadership teams, managers, and employees to solve real people challenges, improve HR processes, and ensure day-to-day HR matters are managed in a structured and compliant way.

For clients with retail, F&B, services, logistics, or operational teams, the role may also involve supporting outlet or frontline manpower needs, employee discipline, attendance, onboarding, retention, and manager guidance.

The ideal candidate is someone mature, organised, people-oriented, and comfortable moving between daily HR execution and broader people priorities. You should be able to operate independently, guide managers with confidence, and help build HR practices that are practical, fair, and aligned with business needs.

Why This Role Matters

As companies continue to grow, HR plays an important role in ensuring the business has the right people, clear people processes, strong manager support, and a positive employee experience.

This role is important because HR is not only about administration. A strong HR Manager helps the business hire well, onboard effectively, manage employee matters fairly, support managers, and create more consistent people practices.

For growing businesses, especially those with frontline, outlet, operational, or fast-moving teams, HR has a direct impact on manpower planning, employee retention, workplace discipline, communication, performance, and overall team stability.

A strong HR Manager will help the company balance business needs with people care, ensuring the organisation can grow with better structure, stronger compliance, and a more consistent employee experience.

Key Responsibilities

• Lead and manage the full spectrum of HR functions, including recruitment, onboarding, employee relations, performance management, HR operations, compliance, and employee engagement.
• Partner with leadership teams and managers to understand business needs, manpower requirements, people challenges, and HR priorities.
• Manage the end-to-end recruitment process for HQ, operational, retail, frontline, and support roles where required.
• Work closely with hiring managers on role requirements, job postings, candidate screening, interview coordination, offer discussions, and hiring documentation.
• Build and maintain a practical talent pipeline for key and frequently hired roles.
• Support manpower planning based on business expansion, team needs, turnover trends, headcount movement, and operational requirements.
• Manage the onboarding process to ensure new employees are properly welcomed, documented, oriented, and supported during their early employment period.
• Work with managers to ensure new joiners receive proper guidance, training, and clear expectations from day one.
• Act as the main HR point of contact for employees and managers on HR-related matters.
• Provide practical advice to managers on employee issues, workplace concerns, disciplinary matters, grievances, performance conversations, and people-related decisions.
• Handle employee relations matters, including misconduct cases, warning letters, performance concerns, domestic inquiries, and related documentation where required.
• Ensure employee matters are handled fairly, consistently, confidentially, and in line with company policies and employment regulations.
• Support confirmation reviews, performance check-ins, annual reviews, improvement plans, and performance-related documentation.
• Guide managers on setting expectations, giving feedback, managing underperformance, and improving people management practices.
• Oversee HR operations, including employee records, employment contracts, HR letters, attendance, leave, payroll coordination, statutory matters, and HR documentation.
• Ensure HR practices comply with the Employment Act, company policies, and relevant statutory requirements.
• Review, update, and communicate HR policies, procedures, employee handbook, templates, and process guidelines.
• Maintain accurate employee data and prepare HR reports, dashboards, and people updates where required.
• Support employee engagement, retention, communication, and culture-building initiatives across HQ and operational teams.
• Work closely with store managers, outlet leaders, operations teams, or department heads on staffing, attendance, discipline, turnover, engagement, and employee experience matters where applicable.
• Identify HR process gaps and recommend practical improvements to make HR operations more structured, consistent, and scalable.
• Support HR projects such as HR system implementation, policy rollout, engagement surveys, culture initiatives, organisational changes, or workforce planning.
• Liaise with payroll, finance, operations, external vendors, and statutory bodies where required.

Key Requirements

• Degree in Human Resource Management, Business Administration, Psychology, or a related field.
• Minimum 5 to 8 years of HR experience, with experience managing broad HR responsibilities.
• Experience in retail, F&B, services, logistics, consumer goods, operations, or frontline-heavy industries will be an added advantage.
• Strong knowledge of Malaysia employment law, HR practices, employee relations, and HR operations.
• Good experience in recruitment, onboarding, employee relations, performance management, HR documentation, and HR compliance.
• Able to work closely with leadership teams, managers, and employees across different levels.
• Strong communication, problem-solving, stakeholder management, and follow-through skills.
• Practical and hands-on, with the ability to balance people care with business needs.
• Mature and confident in advising managers on employee matters, disciplinary issues, and performance concerns.
• Able to handle sensitive employee matters with confidentiality, fairness, and good judgement.
• Organised, detail-oriented, and able to manage multiple HR priorities at the same time.
• Comfortable working in a fast-paced and growing business environment.
• Able to work independently with minimal handholding while knowing when to escalate important matters.
• Strong sense of ownership, accountability, and professionalism.
• Comfortable working with HR systems, spreadsheets, reports, and employee data.
• Willing to support outlet, branch, retail, or operational teams where required.

Expected Outcomes From This Role

• Day-to-day HR operations are managed smoothly, accurately, and consistently.
• Recruitment processes are more structured, timely, and aligned with business needs.
• Hiring managers receive better support in manpower planning, interview coordination, and hiring decisions.
• New employees experience a smoother onboarding journey with clearer expectations and better follow-up.
• Employee records, HR documentation, contracts, letters, and compliance matters are properly maintained.
• Employee relations matters are handled fairly, consistently, and in line with company policies and employment regulations.
• Managers are better supported in managing performance, discipline, feedback, and employee concerns.
• HR policies, processes, templates, and communication are clearer and more practical for employees and managers.
• Retail, outlet, operational, or frontline teams are better supported on staffing, attendance, discipline, retention, and engagement matters where applicable.
• HR reporting and employee data provide better visibility to support business decisions.
• The company builds a stronger HR foundation that can support business growth, employee experience, and operational consistency.
• HR becomes a trusted partner to the leadership team, managers, and employees.