The Strategic HR Manager is responsible for developing and driving HR strategies that align with the organization’s objectives, focusing on Talent Acquisition, Compensation & Benefits, Learning & Development, and Performance Management. The role plays a key part in building a skilled, motivated, and engaged workforce that supports the dynamic demands of the retail industry.

Talent Acquisition

• Develop and execute strategic recruitment plans to attract top talent for corporate, retail, and frontline roles.
• Oversee end-to-end recruitment processes, including job design, advertising, candidate screening, interviewing, and selection.
• Build a strong employer brand to position the organization as a preferred employer in the retail industry.
• Collaborate with hiring managers to forecast staffing needs and create talent pipelines for critical roles.
• Drive diversity and inclusion initiatives in recruitment strategies to create a diverse workforce.

Compensation & Benefits

• Design, implement, and review competitive compensation and benefits structures to attract and retain talent.
• Conduct market benchmarking and salary surveys to ensure alignment with industry standards.
• Oversee the administration of payroll, bonuses, allowances, and other benefits in collaboration with the HR Operations team.
• Ensure compliance with statutory requirements, including EPF, SOCSO, and income tax regulations.
• Lead the development of incentive and reward programs that align with organizational goals and drive performance.

Learning & Development

• Design and implement a robust learning and development strategy to enhance employee skills and capabilities.
• Identify training needs through skills assessments, performance reviews, and career development plans.
• Oversee the planning, execution, and evaluation of training programs for retail and corporate employees.
• Foster a culture of continuous learning by introducing e-learning platforms, leadership development programs, and workshops.
• Monitor and evaluate the effectiveness of training initiatives to ensure ROI and alignment with business goals.

Performance Management

• Oversee the design and execution of the performance management system to drive a high-performance culture.
• Develop key performance indicators (KPIs) and goals aligned with organizational objectives for all roles.
• Provide guidance and training to managers and employees on performance review processes and tools.
• Lead the annual performance appraisal cycle, including goal-setting, mid-year reviews, and final assessments.
• Identify and address performance gaps through coaching, feedback, and development plans.

Strategic HR Initiatives

• Partner with senior management to align HR strategies with business objectives and support organizational growth.
• Lead workforce planning initiatives to address current and future talent needs.
• Collaborate with business leaders to identify HR challenges and propose innovative solutions.
• Drive change management initiatives, including organizational restructuring and cultural transformation.

Data-Driven HR

• Leverage HR analytics to track and analyze key HR metrics, including turnover rates, hiring efficiency, training effectiveness, and employee engagement.
• Provide data-driven insights and recommendations to inform decision-making and improve HR practices.

Stakeholder Management

• Serve as a trusted advisor to business leaders on HR policies, workforce strategies, and talent-related challenges.
• Collaborate with cross-functional teams to ensure seamless execution of HR initiatives.
• Act as a liaison between employees and management to resolve workplace issues and foster a positive working environment.

All ad hoc job-related functions as and when required.

Education

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field. A Master’s degree or professional certifications (e.g., SHRM, CIPD) is an advantage.

Experience

• At least 8–10 years of HR experience, with a strong track record in Talent Acquisition, Compensation & Benefits, Learning & Development, and Performance Management.
• Proven leadership experience in the retail or fast-paced industry is highly desirable.

• In-depth knowledge of HR practices, employment laws, and statutory regulations in Malaysia.
• Strong analytical skills to interpret HR data and translate insights into actionable strategies.
• Excellent interpersonal and communication skills to build relationships with diverse stakeholders.
• Proficiency in HRIS systems and tools, as well as Microsoft Office Suite (Excel, PowerPoint, Word).
• Strategic thinking and problem-solving capabilities with the ability to handle complex challenges.
• Leadership and team management skills to inspire and guide HR teams.