• Manage and improve compensation, benefits, allowances, increments, and incentive structures.
• Conduct salary benchmarking and prepare cost‑impact proposals for management review.
• Monitor manpower cost, headcount planning, and workforce productivity.
• Strengthen performance management, KPI tracking, appraisal, and staff development processes.
• Identify performance gaps and recommend practical solutions for capability, attitude, workload, or system issues.
• Review training effectiveness based on performance improvement and behaviour change.
• Improve HR systems, processes, documentation, and compliance practices.
• Ensure compliance with the Employment Act 1955, EPF, SOCSO, EIS, and internal policies.
• Advise the Board of Directors on HR matters, workforce planning, compensation, and organisational structure.

Requirements

• Minimum 10 years of relevant experience in HR, People Oper...