Senior Human Resources (HR) Manager

1. Lead and Own the HR Department

• Act as Head of the HR Department: set direction, priorities and standards; one owner for every HR outcome.
• Maintain the HR Department Identity (purpose, daily/weekly/monthly routines, standards, decision rights) and keep it current in the Business Identity Framework.
• Coach, develop and hold accountable the HR Manager, Talent Acquisition and HR Executives; manage their capacity across brands.
• Represent HR in leadership forums and provide the CEO with structured, timely updates.

2. HR Hygiene: Records, Attendance, Payroll & Statutory Compliance

• Own accuracy of employee records, contracts and documentation for every SOLS entity.
• Oversee attendance, punctuality, leave administration and absenteeism tracking; review trends weekly.
• Prepare, verify and finalise payroll inputs accurately and on time each month, in partnership with Finance.
• Ensure all statutory submissions (EPF, SOCSO, EIS, PCB/MTD, HRD Corp and others) are complete and on time; maintain a statutory compliance calendar.
• Interpret and apply the Employment Act 1955 (as amended), Industrial Relations Act 1967 and related labour law; keep SOLS policies aligned with legal changes.

3. Manpower Planning, Recruitment & Onboarding

• Oversee the SOLS Group Recruitment Tracker; drive closure of open roles (20+ open at peak in 2026) with clear time-to-fill targets for critical roles.
• Own the recruitment process: JDs, sourcing (incl. LinkedIn and AI-assisted headhunting), shortlisting, structured interviews, assessment sheets and offers within approved budgets.
• Run a consistent onboarding programme so new hires understand the Credo, BOSS Framework and their department identity in week one.

4. Performance Management, PDS & Career Progression

• Own the performance management calendar: PDS reviews, probation confirmations/extensions and PIPs completed on schedule.
• Partner with the Performance Department and line managers so reviews are evidence-based and consistent across brands.
• Build and maintain the Growth Plan / Career Progression Plan,  steps and salary linked to capability, effort, discipline, intelligence and character and the principle that team members earn more by bringing more value (cost vs. revenue centres).
• Recommend salary bands, increments and promotions to CEO; never commit outside approved ranges.

5. Discipline, Employee Relations & Case Management

• Set and reinforce clear expectations on behaviour, attendance and performance; communicate consequences firmly and fairly.
• Manage disciplinary matters within policy (warnings, show-cause, PIPs) and run domestic inquiries properly when required.
• Track all open HR cases to closure without long backlogs or repeated escalations.
• Prepare high-risk cases (terminations, non-confirmations, retrenchments) with full documentation for CEO decision.

6. Manager Advisory & People Risk

• Act as trusted advisor to directors and managers on people decisions; give clear, compliant guidance quickly.
• Identify people-related, legal and compliance risks early and propose mitigations.
• Hold weekly alignment with managers on people issues and priorities; equip them to have difficult conversations themselves.

7. Employee Experience, Pulse & Wellbeing

• Run the weekly pulse check and the Monthly HR Pulse Check Report for CEO; extend pulse reporting per brand.
• Share people's insights transparently (e.g. Slack) and make sure leaders acknowledge, respond and act.
• Lead engagement and culture initiatives (e.g. Family Day, recognition, celebrating small wins) and employer-brand items such as Glassdoor.
• Monitor workload and burnout signals using Capacity Management principles; protect team happiness and wellbeing.

8. HR Data, Reporting & Insights

• Maintain HR dashboards: headcount, hires, exits, attrition, time-to-fill, payroll accuracy, PDS completion, case backlog, pulse scores.
• Provide monthly HR reports to CEO and management with clear actions, not just data.
• Use data to find root causes of recurring people problems (Systems Thinking) and fix the system.

9. Contract Lifecycle, Offboarding & Exits

• Manage contracts, renewals, transfers between entities and role changes with correct documentation.
• Run consistent offboarding: exit interviews, clearance, asset return, final pay and statutory forms.
• Analyse exit reasons and feed lessons back into recruitment, management and policy.

10. Operating Rhythm

• Daily: reinforce expectations; monitor attendance and hygiene; address issues before they escalate; support leaders; protect confidentiality.
• Weekly: review attendance/discipline trends; follow up open cases, PIPs, confirmations and exits; check recruitment progress; align with managers; check statutory deadlines; update trackers.
• Monthly: finalise payroll; complete statutory submissions; review headcount and attrition; track PDS milestones; close HR hygiene gaps; report to CEO; improve SOPs.

Essential

• Degree in Human Resource Management, Business, Psychology, Law or a related field (or equivalent proven experience).
• Minimum 10 years of progressive HR experience, including at least 3 years leading an HR team end-to-end.
• Strong working knowledge of Malaysian employment law and statutory requirements: Employment Act 1955 (as amended), Industrial Relations Act 1967, EPF, SOCSO, EIS, PCB/MTD, HRD Corp.
• Proven experience handling discipline, domestic inquiries, terminations and employee relations cases with full documentation.
• Hands-on payroll oversight and statutory submission experience.
• Experience supporting multiple business units, entities or locations at the same time.
• Comfortable building trackers, dashboards and reports (Google Sheets/Excel); data-driven decision making.
• Fluent in English and Bahasa Malaysia, written and spoken.
• High integrity and absolute discretion with confidential information.

Preferred

• Professional HR certification (e.g. CHRP, MIHRM membership or equivalent).
• Experience in a social enterprise, NGO, start-up or fast-scaling SME.
• Experience managing field / blue-collar workforces (installers, wiremen, technicians, sales teams) — e.g. solar, construction, M&E or logistics.
• Experience implementing an HRIS or People Management System, and using AI tools for recruitment and HR operations.
• Exposure to regional HR (e.g. Indonesia) or multi-entity group structures.
• Experience building career progression frameworks and salary bands.

• A fair remuneration package.
• Work in an agile-driven environment alongside a diverse team who will support your job growth.
• Contribute directly to improving the lives of B40 communities, as a part of a #madetoimpact organisation.