397 Hr Finance jobs in Malaysia

Position Summary

We are looking for a highly motivated and experienced HR Business partner to join our People team.
In this role, serve as a trusted advisor to business leaders or stakeholders, providing counsel on talent strategy, leadership development, and organizational effectiveness to foster a people-centric, high-performance culture. You will also play a key role in shaping and implementing HR programs, partnering closely with other HR teams to ensure seamless delivery of initiatives that impact the business and total Company.

The incumbent is expected to work onsite at Mercu 2 Office, KL Eco City.

Role and Responsibilities

Strategic HR Leadership & Advisory
Partner with Business Leaders and HODs to develop and execute HR strategy aligned with business goals

Serve as strategic HR advisor, providing insights on workforce planning, organizational design and talent strategy

Actively influence business strategy to ensure people considerations are integrated into decision making

Provide guidance on career development , succession planning and leadership development ensuring a strong talent pipeline

Champion people culture, coaching business leaders on effective people management practices

Talent Strategy & Workforce Planning

Drive strategic talent management, ensuring the right talent is identified, recruited, developed and retained

Oversee key HR processes, including performance management, employee engagement, total reward and capability development.

Analyze talent market trends and workforce data to provide actionable insights for business leaders.

Work closely with HR teams to ensure HR programs meet business needs and drive organizational effectiveness.

Change Management
Lead change management initiatives, ensuring smooth adoption of new HR solutions and workforce transformations.

Partner with internal HR teams (Rewards, Learning & Development, HR SSC etc) to enhance employee experience.

Stakeholder & HR Collaboration
Act as the key HR representative at the assigned business table, influencing and shaping people decisions.

Collaborate with across HR ecosystems to drive cross-functional HR initiatives.
Ensure HR processes comply with employment laws, regulatory requirements, and internal control

Agility and adaptability to thrive in a dynamic and evolving business landscape.

#LI-SME #LI-MidSenior

Skills and Qualifications

1. Bachelor’s degree in Human Resources, Business, or a related field

2. Min 10 years of HR experience, with at least 5-8 years in a HRBP role in relevant industry. (FMCG/ High Tech Industry)

3. Experience working in fast-paced, technology, or multinational organizations.

4. Strong business acumen with the ability to translate business strategy into actionable HR plans

5. Deep expertise in talent strategy, leadership development, organizational design, and

employee engagement.

6. Strong analytical and problem-solving skills, with experience leveraging HR data and market trends to drive decisions.

7. Exceptional stakeholder management, communication, and influencing skills at the senior leadership level.

8. Proven ability to lead change management and transformation initiatives in complex, matrixed environments.

9. Strong understanding of HR best practices, employment regulations, and compliance frameworks.

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What the job entails

In the role of HR Business Partner at The Wok People, you will be instrumental in aligning HR strategies with business objectives to propel organizational success. Your responsibilities will encompass fostering a positive and inclusive work culture, implementing HR programs, and providing strategic HR support to enhance employee engagement, performance, and overall business efficacy.

Key Responsibilities :

Strategic HR Planning:

• Collaborate with Operations Managers to comprehend business goals and synchronize HR strategies to support them.
• Devise and execute HR plans and programs that address business needs and cultivate a positive work environment.

Onboarding and Offboarding:

• Oversee the onboarding process for new hires, including the distribution of uniforms, safety shoes, signing Letters of Agreement (LOA), and other related tasks.
• Manage the offboarding process for resigned staff, conducting exit interviews and facilitating a smooth transition.

Employee Relations:

• Serve as a trusted advisor to managers and employees, providing guidance on HR policies, procedures, and best practices.
• Address employee concerns, conflicts, and grievances impartially and promptly.

Talent Retention:

• Collaborate closely with hiring executives to grasp staffing needs and contribute to the recruitment process.
• Implement retention strategies to ensure the attraction and retention of top talent.

Learning and Development:

• Application of ECC licence.

HR Compliance:

• Stay abreast of local labor laws and regulations, ensuring company policies and practices align with compliance requirements.

Employee Engagement:

• Conduct surveys and gather feedback to continually enhance the work environment.

Qualifications :

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• A minimum of 3 years of proven experience as an HR Business Partner or in a similar strategic HR role.
• Knowledge of Singapore labor laws and regulations.
• Strong communication and interpersonal skills.
• Ability to build relationships at all levels of the organization.
• Demonstrated expertise in talent management, employee relations, and organizational development.

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BAT is evolving at pace into a global multi-category business. Our purpose is to create A Better Tomorrow by Building a Smokeless World.
To achieve our ambition, we are looking for colleagues who are ready to join us on this journey! Tomorrow can’t wait, let’s shape it together!

British American Tobacco Malaysiahas an exciting opportunity forHR Business Partner in Kuala Lumpur

Role Positioning and Objectives

At British American Tobacco Malaysia, we believe in empowering our employees and providing them with the tools they need to succeed. We offer a competitive salary, comprehensive benefits, and opportunities for professional development. Join us and be a part of a team that values innovation, collaboration, and excellence!

Your key responsibilities will include:

• Provide mentorship to line managers on employee matters, support exit processes, and facilitate relocations to ensure a smooth employee journey across SEA.
• Lead and support regional HR cycle activities including performance, rewards, and surveys, ensuring data accuracy and alignment with global standards.
• Analyze people data to generate insights that inform strategic HR decisions, support inclusion and talent initiatives, and identify areas for improvement.
• Contribute to headcount and cost reporting and support organizational design and restructuring through data-driven analysis.
• Continuously review and enhance HR processes to improve efficiency, employee experience, and team effectiveness.

What are we looking for?

• A degree or equivalent experience in Business, Management, Human Resources, Org Development, Psychology, or a related field.
• Experience with HRIS/HRMS systems (preferred).
• Strong proficiency in MS Excel, PowerPoint, and SharePoint.
• A solid understanding of employment law across SEA markets.
• Excellent planning, execution, and collaborator management skills.
• A passion for data analytics and turning insights into impactful actions.

What we offer you?
• We offer a market leading annual performance bonus (subject to eligibility)
• Our range of benefits varies by country and includes diverse health plans, initiatives for work-life balance, transportation support, and a flexible holiday plan with additional incentives
• Your journey with us isn't limited by boundaries; it's propelled by your aspirations. Join us at BAT and become a part of an environment that thrives on internal advancement, where your career progression isn't just a statement – it's a reality we're eager to build together. Seize the opportunity and own your development; your next chapter starts here.
• You'll have access to online learning platforms and personalized growth programs to nurture your leadership skills
• We prioritise continuous improvement within a transformative environment, preparing for ongoing changes

WHY JOIN BAT?
We’re one of the few companies named as a Global Top Employer by the Top Employers Institute – certified in offering excellent employee conditions.

Collaboration, inclusion and partnership underpin everything we do here at BAT. We are looking forward to enabling every individual to thrive, regardless of gender, sexual orientation, marital or civil partnership status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability, age, skills, experience, education, socio-economic and professional background, veteran status, perspectives and thinking styles. We know that embracing talent from all backgrounds is what makes us stronger and best prepared to meet our business goals.

We see the career breaks as opportunities not obstacles. Through The Global Returners program, we support professionals looking to restart their careers after an extended absence from the workforce (e.g. time out caring for family, parental leave, national service, sabbatical and/or starting an own venture).

Come bring your difference and see what is possible for you at BAT. Learn more about our culture and our award winning employee experience here .

If you require any reasonable adjustments or accommodations to help you perform at your best during the recruitment process, you are encouraged to notify us. We are fully committed to support you by making appropriate arrangements for you to demonstrate your full potential.

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We are a technology company specializing in high-performance computing (HPC) solutions to challenging problems. Our software products and services are at the cutting edge of HPC, delivering efficient scientific data-processing solutions to a diverse industrial client base that includes radio-astronomy, biomedicine, and meteorology, as well as the resource, government, and education sectors.

Key Responsibilities

To succeed in this HR Business Partner role, you need to have proven stakeholder management skills, be agile and able to work well in a dynamic and fast-paced environment.

Strategic Partnership:

• Collaborate with managers/team leaders to understand business objectives and identify HR needs that align with the overall strategy.
• Provide insights and recommendations on people-related issues, talent management, leadership development, and organisational effectiveness.

Employee Relations:

• Serve as a primary point of contact for employee inquiries, concerns, and conflicts, working to resolve issues while upholding company policies and legal regulations.
• Conduct investigations and provide guidance to ensure a fair and consistent approach to employee relations matters.

Talent Acquisition and Management:

• Partner with hiring managers to identify staffing needs and contribute to the recruitment process, including job posting, interviewing, and selection.
• Develop strategies for talent retention, career development, and succession planning within assigned business units and in consultation with the Group HR Business Partner and Head of HR.
• Be responsible for the end-to-end talent acquisition process.

Performance Management:

• Support performance management processes, including goal setting, performance evaluations, and individual development plans.
• Provide coaching to managers/team leaders and employees on performance-related matters.

Organisational Development:

• Analyse workforce trends and metrics to identify opportunities for enhancing team and individual performance.
• Assist in the design and implementation of organisational development initiatives that promote a positive workplace culture.

Compensation and Benefits:

• Collaborate with the HR team to ensure compensation and benefits programs are competitive and aligned with industry standards.
• Assist in gathering market intelligence.

Legal Compliance:

• Stay updated on employment laws and regulations to ensure HR practices and policies are in compliance.

Others:

• Contribute to continuous improvement of HR business processes and document management processes, and ensure HR’s full compliance with ISO requirements.
• Undertake special assignments, ad-hoc projects and related duties as assigned.
• Comply with the Company’s HSE regulations and policy.

Required Skills / Abilities:

• Ability to act with integrity, professionalism, and confidentiality.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict-resolution skills.
• Excellent organisational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritise tasks and delegate them when appropriate.
• Proven experience as an HR Business Partner or in a similar HR role.
• In-depth knowledge of HR practices, regulations, and employment laws.
• Ability to build strong working relationships with diverse teams.

DISCLAIMER:

The offer is subjected to pre-employment screenings that may include, but are not limited to:

• Verification of your right to work in the respective location.
• Provision of applicable and relevant qualifications.
• Nationally approved criminal history check.

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Join to apply for the HR Business Partner role at Michael Page

Join to apply for the HR Business Partner role at Michael Page

• A pivotal role in shaping the culture and capability of global business units
• A purpose-driven, innovative environment to transforming live
  
  
  

• A pivotal role in shaping the culture and capability of global business units
• A purpose-driven, innovative environment to transforming live
  
  
  

About Our Client

The company is a large organization operating within its industry, offering innovative solutions and services. It is well-established and recognized for its contributions to research and development. The work environment emphasizes professionalism, innovation, and collaboration.

Job Description

• Manage Business Capability & Transformation: Lead initiatives and transformation projects spanning multiple business units and geographies.
• Deploy People Processes: Oversee the deployment of cyclical people processes and major programs. Collaborate with Centres of Expertise and the Service & Experience team on design to ensure alignment across Business Units (BUs) and build leader capability through a commercially value-adding approach.
• Provide Expert Advice & Coaching: Deliver risk-based advice, options, and coaching to leaders across multiple BUs and geographies, aiming to build manager capability and organizational scalability.
• Coordinate P&C Activities: Plan, coordinate, and communicate all P&C activities and projects. Collaborate with the Director P&C Governance, Impacts and Insights to ensure strong coordination, proactive planning, and effective communication for implementing major cyclical and COE programs, business initiatives, and transformation activities.
• Drive Continuous Improvement: Identify, deliver, and champion continuous improvement initiatives within the People & Culture team to enhance effectiveness and impact, sharing ideas and driving them forward to implementation.
  
  
  

The Successful Applicant

A Successful HR Business Partner Should Have

• A degree in Human Resources, Business Administration, or a related field.
• Ability to communicate clearly and with impact for senior leaders across Global Business Units.
• Committed to continuous learning, able to adapt to changing work, manage multiple deliverables under pressure, and meet timelines. Demonstrates an interest in working with diverse business groups and leaders.
• Ability to develop and deploy plans to guide leaders through organizational change (cultural shifts, major program implementation, restructuring, cyclical processes), ensuring employee engagement is maintained during transitions.
• Ability to use good judgment and escalate matters to other stakeholders as appropriate when resolving complex problems.
• Understanding of the implications and risks of organizational change within local employment legal contexts, and the ability to explain these to leaders.
  
  
  

What's on Offer

• Opportunities for professional growth and development within the life science industry.
• An inclusive and collaborative workplace culture.
  
  
  

If you are ready to take on this exciting HR Business Partner role, we encourage you to apply today. Be a part of a team that values expertise and innovation!

Contact: Phoebe Chee

Quote job ref: JN-072025-6780452 Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Training and Human Resources
• Industries Hospitals and Health Care, Pharmaceutical Manufacturing, and Medical Equipment Manufacturing

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Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

In a constantly changing landscape, the individual should anticipate future needs and lead change effectively; also ensure that Chanel is sourcing, nurturing and engaging best talents and leaders to realise Chanel's priorities. As an effective HR Business Partner, the individual should represent business needs and galvanise key stakeholders’ diverse perspectives and collaboration to derive optimal solutions for the business. The individual is responsible for orchestrating relevant expertise within the People & Organisation function to support the quality delivery of proposed HR solutions, to achieve maximum human resources performance for optimal business outcomes.

The impact you can create at CHANEL

Act as a trusted advisor, thought partner and sounding board to the senior stakeholders and teams to address challenges, both business and people:

• Translate the vision and strategies into action, from conception to completion, through the people lens, incorporating innovation, agile organisation design and new ways of working
• Provide change practitioner leadership and guidance in managing changes in organisation and ways of working
• Champion workforce planning and talent pipelining for office/ retail populations in strong partnership with relevant People & Organisation stakeholders
• Share regular external market insights and internal people data / trends to facilitate decision making around our people.

Key Responsibilities:

STRATEGIC FOCUS:

Strategic Workforce Planning & Shaping and Organisation Design / Change Management

• Consults with market business/function leaders (and managers) and subject matter experts to project future skills demand and supply, with focus on retail needs
• Partner with market business/function leaders to develop and define people strategies and workforce plan to drive business and corporate priorities for next 3-5 years
• Engage senior management and MY General Manager, People & Organisation to support and validate plan in the context of total market and overall priorities
• Ensure delivery of workforce plans and review progress periodically, through alignment with business and corporate leaders, making adjustments where necessary.
• Facilitate and advise business leaders on evolution of organisation design and organisation development implementation as appropriate to effectively deliver business vision, strategy and plans.
• Drive improvement of organisation design to drive greater ROI in people investments and organisation effectiveness
• Define holistic change management project plan in view of all strategic business and people initiatives and mobilise relevant resources and project team members to deploy appropriate action plan. Manage change management project timelines and ensure deliverables are met in a timely, effective and appropriate manner.

Headcount & Capability Plan, HR Budgeting and Reporting

• Lead the resources mobilization, planning and forecasting for the best deployment of people.
• Assess current and future capabilities required to deliver business strategy, and identify hiring and development needs, aligned to strategic workforce plan. Ensure synergy with other teams and deploy capability action plans
• Manage HR budgeting process for designated business(es). Gather people priorities (including but not limited to headcount and talent plans) with inputs from other HR domains, translate to budget requirements. Coordinate with MY GM, P&O and Finance to monitor and manage people costs of the assigned business/functional portfolio.
• Track turnover statistics and is responsible for mobilising resources to understand trends and address opportunities to maintain a healthy level of turnover for the designated division / function

Talent Management

• Custodian of division / function talent. Manage talent and is accountable for shaping, deploying and tracking each talent’s individual development plan with their line managers
• Facilitate talent review sessions to identify high potential talent for critical roles within the business in accordance with Chanel’s talent philosophy and framework. Together with Learning & Development team and with the support of People Experience, manage and ensure viable talent pipeline and succession plan for leadership and critical roles within the business and obtain endorsement from regional and market stakeholders.

Learning and Capability Development

• Drives the identification of learning and capability needs via holistic perspective from variety of internal sources (business, employees and SME from people solutions), external sources and data analytics.
• Forecast and prioritise learning and capability needs ahead of the curve
• Responsible for creating and executing action plan(s) to address talent development and capability needs in alignment with the strategic workforce plan.
• Curate and deploy appropriate market solutions with business stakeholders. Responsible for evaluating program effectiveness and performance impact.

DAILY OPERATIONS:

Talent Acquisition & On-boarding

• Responsible for overseeing hiring needs within division / function. Supports and directs hiring requests to the appropriate channels and ensures hiring quality and efficiency in partnership with Talent Acquisition and/or other HR teams.
• Responsible for advising the direction toward the end-to-end recruitment of “non-rule-based roles” i.e. confidential hires, new capabilities, critical roles and all other roles not covered by a standard hiring protocol within division / function. (further scope will be defined)
• Advise on the sourcing strategy in partnership with Talent Acquisition team. Understands unique local market needs and leverages appropriate sourcing channels to bring the right candidates in line with business needs. Proactively obtains data analytics and market intelligence to gain an ‘outside-in” perspective on hiring trends and generate prospective candidate pools.
• Partner and guide managers in the job mission description, facilitate the selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results.
• Conduct job evaluation and propose relevant compensation for new hires and talent mobility. Obtain sign off with the Rewards team
• Responsible for designing and providing inputs to onboarding program for all hires and ensuring effectiveness and optimal employee experience for the 100-day orientation in partnership with People Experience.

Performance Management

• Support People Experience team to partner with business leaders to shape annual priorities and translate them into areas of focus for each population
• Coach and guide business leaders in understanding and implementing Performance @ Chanel for their team. In partnership with People Experience team, ensure effective usage of performance indicators within division / function.
• Advise business leaders on annual compensation review for their team members. In partnership with Regional Reward and People Experience team, manage ACR process and provide advisory to ensure complete considerations both for the individual and business as a whole.

Rewards

• Review salary / compensation competitiveness of key talents and senior leaders within the designated business/functional portfolio. Facilitate the annual compensation review cycle
• Review Retail Compensation Incentive Scheme structure and partner with Regional Reward team to provide appropriate recommendations to Business. Strategically plan and deploy changes with appropriate partners in retail management or People Experience teams to ensure optimal impact

Employee Communications and Engagement

• In partnership with People Experience team, responsible for division / function communication plan, which is part of the overall market plan, and deployment.
• Curate and tailor program communication materials / information to convey desired message clearly and effectively to the target audience(s). Plan and manage deployment of communication through appropriate and effective channels.
• Present and communicate with impact and empathy
• Collate feedback and channel responses to relevant platform to gather insights
• In partnership with PE team, responsible for market division / function engagement plan. Derive meaningful insights from employment engagement/ VOE (Voice of Employee) surveys / pulse checks and recommend appropriate action plan to improve targeted and prioritized areas. Plan and manage deployment of action plan(s) in collaboration with People Experience team.

Exit Management

• In partnership with People Experience team, advise business leaders on managing voluntary / involuntary employee exits (due to redundancies, retirement etc), especially of key talents/senior leaders, to ensure minimal impact on business and brand image and that actions are in accordance to labour laws.
• Work with business on vacancy replacement and role reshaping

Emergency Responder

• Address exceptions and escalations
• Quickly understand the business unit implications of an enterprise-wide or individual emergency and coordinate an efficient response with the appropriate internal groups and / or applying relevant employee policies and benefits

Employee Interface

• Designated point of contact with division / function leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labour legislation and regulations as well as internal Chanel policies.
• Coach division / function leader and his/her direct reports (ELC-1) on people performance issues, career development and team management, leveraging on appropriate partners where necessary.

What you will bring

Academic / Professional Qualifications

• Bachelor Degree with major in Human Resources Management, Business Administration or related discipline. Experience in management or HR consulting is preferred
• Post graduate qualification of Human Resources / Psychology / Business is an advantage.
• Fluent in English is a must, local language is a plus

Work Experience & Required Competencies

• Minimum 10-15 years' in strategic HR roles with heavy talent management and/or organisation design/development focus, preferably in multinational organisations, retail business or companies in innovative industries.
• Solid organisation, culture and people leadership experience gained from sizeable multinational, matrixed companies with recognized people practices
• Strong business acumen and sensitivity to changes in the external business, economic, people & technological environment
• A seasoned change practitioner with proven track record in leading and driving organisational change and business transformation in partnership with senior business leaders
• Outstanding facilitation skills and able to lead conversations across diverse topics leading to clear actions that drive impact
• Strong drive to make things happen.
• Strong capability to prioritize, manage multiple projects and meet deadlines.
• Highly analytical, meticulous, organised and results oriented.
• Strong written and verbal communication skills, together with strong presentation skills.
• Excellent interpersonal and communication skills with the ability to build a strong relationships & partnerships with people from different levels in the organisation and with different styles
• Agile, ability to use discretion and deal effectively with uncertainty, change and ambiguity.
• Innovative, open-minded, proactive, independent and customer orientated.

Key Interactions / Stakeholders:

Internal

• Division Leader, key business partner
• Stakeholders: P&O GM, MD and ELC
• People Experience, in deployment of projects and people discussions
• Talent Capability Development: Partner in talent acquisition and L&D related topics
• People Tech & Solutions, in obtaining SME support and expertise
• HR Business Services, for HR processes

External

• Consultants, Vendors

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel.

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CHANEL Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia

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Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

In a constantly changing landscape, the individual should anticipate future needs and lead change effectively; also ensure that Chanel is sourcing, nurturing and engaging best talents and leaders to realise Chanel's priorities. As an effective HR Business Partner, the individual should represent business needs and galvanise key stakeholders’ diverse perspectives and collaboration to derive optimal solutions for the business. The individual is responsible for orchestrating relevant expertise within the People & Organisation function to support the quality delivery of proposed HR solutions, to achieve maximum human resources performance for optimal business outcomes.

The impact you can create at CHANEL

Act as a trusted advisor, thought partner and sounding board to the senior stakeholders and teams to address challenges, both business and people:

• Translate the vision and strategies into action, from conception to completion, through the people lens, incorporating innovation, agile organisation design and new ways of working
• Provide change practitioner leadership and guidance in managing changes in organisation and ways of working
• Champion workforce planning and talent pipelining for office/ retail populations in strong partnership with relevant People & Organisation stakeholders
• Share regular external market insights and internal people data / trends to facilitate decision making around our people.
  
  
  

Key Responsibilities:

STRATEGIC FOCUS:

Strategic Workforce Planning & Shaping and Organisation Design / Change Management

• Consults with market business/function leaders (and managers) and subject matter experts to project future skills demand and supply, with focus on retail needs
• Partner with market business/function leaders to develop and define people strategies and workforce plan to drive business and corporate priorities for next 3-5 years
• Engage senior management and MY General Manager, People & Organisation to support and validate plan in the context of total market and overall priorities
• Ensure delivery of workforce plans and review progress periodically, through alignment with business and corporate leaders, making adjustments where necessary.
• Facilitate and advise business leaders on evolution of organisation design and organisation development implementation as appropriate to effectively deliver business vision, strategy and plans.
• Drive improvement of organisation design to drive greater ROI in people investments and organisation effectiveness
• Define holistic change management project plan in view of all strategic business and people initiatives and mobilise relevant resources and project team members to deploy appropriate action plan. Manage change management project timelines and ensure deliverables are met in a timely, effective and appropriate manner.
  
  
  

Headcount & Capability Plan, HR Budgeting and Reporting

• Lead the resources mobilization, planning and forecasting for the best deployment of people.
• Assess current and future capabilities required to deliver business strategy, and identify hiring and development needs, aligned to strategic workforce plan. Ensure synergy with other teams and deploy capability action plans
• Manage HR budgeting process for designated business(es). Gather people priorities (including but not limited to headcount and talent plans) with inputs from other HR domains, translate to budget requirements. Coordinate with MY GM, P&O and Finance to monitor and manage people costs of the assigned business/functional portfolio.
• Track turnover statistics and is responsible for mobilising resources to understand trends and address opportunities to maintain a healthy level of turnover for the designated division / function
  
  
  

Talent Management

• Custodian of division / function talent. Manage talent and is accountable for shaping, deploying and tracking each talent’s individual development plan with their line managers
• Facilitate talent review sessions to identify high potential talent for critical roles within the business in accordance with Chanel’s talent philosophy and framework. Together with Learning & Development team and with the support of People Experience, manage and ensure viable talent pipeline and succession plan for leadership and critical roles within the business and obtain endorsement from regional and market stakeholders.
  
  
  

Learning and Capability Development

• Drives the identification of learning and capability needs via holistic perspective from variety of internal sources (business, employees and SME from people solutions), external sources and data analytics.
• Forecast and prioritise learning and capability needs ahead of the curve
• Responsible for creating and executing action plan(s) to address talent development and capability needs in alignment with the strategic workforce plan.
• Curate and deploy appropriate market solutions with business stakeholders. Responsible for evaluating program effectiveness and performance impact.
  
  
  

DAILY OPERATIONS:

Talent Acquisition & On-boarding

• Responsible for overseeing hiring needs within division / function. Supports and directs hiring requests to the appropriate channels and ensures hiring quality and efficiency in partnership with Talent Acquisition and/or other HR teams.
• Responsible for advising the direction toward the end-to-end recruitment of “non-rule-based roles” i.e. confidential hires, new capabilities, critical roles and all other roles not covered by a standard hiring protocol within division / function. (further scope will be defined)
• Advise on the sourcing strategy in partnership with Talent Acquisition team. Understands unique local market needs and leverages appropriate sourcing channels to bring the right candidates in line with business needs. Proactively obtains data analytics and market intelligence to gain an ‘outside-in” perspective on hiring trends and generate prospective candidate pools.
• Partner and guide managers in the job mission description, facilitate the selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results.
• Conduct job evaluation and propose relevant compensation for new hires and talent mobility. Obtain sign off with the Rewards team
• Responsible for designing and providing inputs to onboarding program for all hires and ensuring effectiveness and optimal employee experience for the 100-day orientation in partnership with People Experience.
  
  
  

Performance Management

• Support People Experience team to partner with business leaders to shape annual priorities and translate them into areas of focus for each population
• Coach and guide business leaders in understanding and implementing Performance @ Chanel for their team. In partnership with People Experience team, ensure effective usage of performance indicators within division / function.
• Advise business leaders on annual compensation review for their team members. In partnership with Regional Reward and People Experience team, manage ACR process and provide advisory to ensure complete considerations both for the individual and business as a whole.
  
  
  

Rewards

• Review salary / compensation competitiveness of key talents and senior leaders within the designated business/functional portfolio. Facilitate the annual compensation review cycle
• Review Retail Compensation Incentive Scheme structure and partner with Regional Reward team to provide appropriate recommendations to Business. Strategically plan and deploy changes with appropriate partners in retail management or People Experience teams to ensure optimal impact
  
  
  

Employee Communications and Engagement

• In partnership with People Experience team, responsible for division / function communication plan, which is part of the overall market plan, and deployment.
• Curate and tailor program communication materials / information to convey desired message clearly and effectively to the target audience(s). Plan and manage deployment of communication through appropriate and effective channels.
• Present and communicate with impact and empathy
• Collate feedback and channel responses to relevant platform to gather insights
• In partnership with PE team, responsible for market division / function engagement plan. Derive meaningful insights from employment engagement/ VOE (Voice of Employee) surveys / pulse checks and recommend appropriate action plan to improve targeted and prioritized areas. Plan and manage deployment of action plan(s) in collaboration with People Experience team.
  
  
  

Exit Management

• In partnership with People Experience team, advise business leaders on managing voluntary / involuntary employee exits (due to redundancies, retirement etc), especially of key talents/senior leaders, to ensure minimal impact on business and brand image and that actions are in accordance to labour laws.
• Work with business on vacancy replacement and role reshaping
  
  
  

Emergency Responder

• Address exceptions and escalations
• Quickly understand the business unit implications of an enterprise-wide or individual emergency and coordinate an efficient response with the appropriate internal groups and / or applying relevant employee policies and benefits
  
  
  

Employee Interface

• Designated point of contact with division / function leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labour legislation and regulations as well as internal Chanel policies.
• Coach division / function leader and his/her direct reports (ELC-1) on people performance issues, career development and team management, leveraging on appropriate partners where necessary.
  
  
  

What You Will Bring

Academic / Professional Qualifications

• Bachelor Degree with major in Human Resources Management, Business Administration or related discipline. Experience in management or HR consulting is preferred
• Post graduate qualification of Human Resources / Psychology / Business is an advantage.
• Fluent in English is a must, local language is a plus
  
  
  

Work Experience & Required Competencies

• Minimum 10-15 years' in strategic HR roles with heavy talent management and/or organisation design/development focus, preferably in multinational organisations, retail business or companies in innovative industries.
• Solid organisation, culture and people leadership experience gained from sizeable multinational, matrixed companies with recognized people practices
• Strong business acumen and sensitivity to changes in the external business, economic, people & technological environment
• A seasoned change practitioner with proven track record in leading and driving organisational change and business transformation in partnership with senior business leaders
• Outstanding facilitation skills and able to lead conversations across diverse topics leading to clear actions that drive impact
• Strong drive to make things happen.
• Strong capability to prioritize, manage multiple projects and meet deadlines.
• Highly analytical, meticulous, organised and results oriented.
• Strong written and verbal communication skills, together with strong presentation skills.
• Excellent interpersonal and communication skills with the ability to build a strong relationships & partnerships with people from different levels in the organisation and with different styles
• Agile, ability to use discretion and deal effectively with uncertainty, change and ambiguity.
• Innovative, open-minded, proactive, independent and customer orientated.
  
  
  

Key Interactions / Stakeholders:

Internal

• Division Leader, key business partner
• Stakeholders: P&O GM, MD and ELC
• People Experience, in deployment of projects and people discussions
• Talent Capability Development: Partner in talent acquisition and L&D related topics
• People Tech & Solutions, in obtaining SME support and expertise
• HR Business Services, for HR processes
  
  
  

External

• Consultants, Vendors
  
  
  

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel.

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Retail and Retail Luxury Goods and Jewelry

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• Contribute to shaping and executing talent acquisition strategies to attract, assess, and retain high-quality candidates across the region
• Manage the full spectrum of talent management activities, including performance evaluation, talent reviews, succession planning, and capability development initiatives
• Identify talent development needs and create targeted learning pathways to close gaps and build leadership capability
• Design and roll out leadership development initiatives that align with broader cultural and organisational goals
• Lead the deployment of employee engagement surveys, interpret findings, and work with stakeholders to implement meaningful follow-up actions
• Partner with business leaders to enhance team engagement and overall employee experience through data-driven insights
• Maintain clear, consistent internal communication platforms to ensure transparency and alignment across all levels of the organisation
• Coordinate and share timely updates related to organisational changes, initiatives, and internal events
• Drive equity, diversity, and inclusion strategies that cultivate a respectful and inclusive work environment
• Offer guidance to embed inclusive practices across people processes and measure ongoing impact
• Monitor DEI metrics and ensure alignment with both internal goals and external regulatory requirements
• Act as a strategic HR partner to corporate support functions, offering tailored HR solutions that align with each function's objectives
• Provide counsel and operational support to corporate leaders in areas such as team development, workforce planning, and employee relations

The Successful Applicant

A successful Culture Engagement Business Partner should have:

• Bachelor's degree in Human Resources or any relevant field.
• At least 5 years of experience as a HRBP, ideally within the FMCG industry.
• Strong Talent Acquisition & Business Partnering background.
• Excellent interpersonal and communication skills to engage with employees at all levels.

What's on Offer

• Great benefits with opportunities for professional growth and development.
• A supportive work environment dedicated to innovation and inclusivity.
• Chance to make a meaningful impact on company culture within the FMCG industry.

If you are passionate about culture-building and want to join an established organisation, we encourage you to apply for this exciting opportunity as a Culture Engagement Business Partner.

ContactVeenie NgQuote job refJN-072025-6785090Phone number+60 3 2302 4021 #J-18808-Ljbffr

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Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Continue with Google Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs. Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

In a constantly changing landscape, the individual should anticipate future needs and lead change effectively; also ensure that Chanel is sourcing, nurturing and engaging best talents and leaders to realise Chanel's priorities. As an effective HR Business Partner, the individual should represent business needs and galvanise key stakeholders’ diverse perspectives and collaboration to derive optimal solutions for the business. The individual is responsible for orchestrating relevant expertise within the People & Organisation function to support the quality delivery of proposed HR solutions, to achieve maximum human resources performance for optimal business outcomes.

The impact you can create at CHANEL

Act as a trusted advisor, thought partner and sounding board to the senior stakeholders and teams to address challenges, both business and people:

Translate the vision and strategies into action, from conception to completion, through the people lens, incorporating innovation, agile organisation design and new ways of working Provide change practitioner leadership and guidance in managing changes in organisation and ways of working Champion workforce planning and talent pipelining for office/ retail populations in strong partnership with relevant People & Organisation stakeholders Share regular external market insights and internal people data / trends to facilitate decision making around our people.

Key Responsibilities:

STRATEGIC FOCUS:

Strategic Workforce Planning & Shaping and Organisation Design / Change Management

Consults with market business/function leaders (and managers) and subject matter experts to project future skills demand and supply, with focus on retail needs Partner with market business/function leaders to develop and define people strategies and workforce plan to drive business and corporate priorities for next 3-5 years Engage senior management and MY General Manager, People & Organisation to support and validate plan in the context of total market and overall priorities Ensure delivery of workforce plans and review progress periodically, through alignment with business and corporate leaders, making adjustments where necessary. Facilitate and advise business leaders on evolution of organisation design and organisation development implementation as appropriate to effectively deliver business vision, strategy and plans. Drive improvement of organisation design to drive greater ROI in people investments and organisation effectiveness Define holistic change management project plan in view of all strategic business and people initiatives and mobilise relevant resources and project team members to deploy appropriate action plan. Manage change management project timelines and ensure deliverables are met in a timely, effective and appropriate manner.

Headcount & Capability Plan, HR Budgeting and Reporting

Lead the resources mobilization, planning and forecasting for the best deployment of people. Assess current and future capabilities required to deliver business strategy, and identify hiring and development needs, aligned to strategic workforce plan. Ensure synergy with other teams and deploy capability action plans Manage HR budgeting process for designated business(es). Gather people priorities (including but not limited to headcount and talent plans) with inputs from other HR domains, translate to budget requirements. Coordinate with MY GM, P&O and Finance to monitor and manage people costs of the assigned business/functional portfolio. Track turnover statistics and is responsible for mobilising resources to understand trends and address opportunities to maintain a healthy level of turnover for the designated division / function

Talent Management

Custodian of division / function talent. Manage talent and is accountable for shaping, deploying and tracking each talent’s individual development plan with their line managers Facilitate talent review sessions to identify high potential talent for critical roles within the business in accordance with Chanel’s talent philosophy and framework. Together with Learning & Development team and with the support of People Experience, manage and ensure viable talent pipeline and succession plan for leadership and critical roles within the business and obtain endorsement from regional and market stakeholders.

Learning and Capability Development

Drives the identification of learning and capability needs via holistic perspective from variety of internal sources (business, employees and SME from people solutions), external sources and data analytics. Forecast and prioritise learning and capability needs ahead of the curve Responsible for creating and executing action plan(s) to address talent development and capability needs in alignment with the strategic workforce plan. Curate and deploy appropriate market solutions with business stakeholders. Responsible for evaluating program effectiveness and performance impact.

DAILY OPERATIONS:

Talent Acquisition & On-boarding

Responsible for overseeing hiring needs within division / function. Supports and directs hiring requests to the appropriate channels and ensures hiring quality and efficiency in partnership with Talent Acquisition and/or other HR teams. Responsible for advising the direction toward the end-to-end recruitment of “non-rule-based roles” i.e. confidential hires, new capabilities, critical roles and all other roles not covered by a standard hiring protocol within division / function. (further scope will be defined) Advise on the sourcing strategy in partnership with Talent Acquisition team. Understands unique local market needs and leverages appropriate sourcing channels to bring the right candidates in line with business needs. Proactively obtains data analytics and market intelligence to gain an ‘outside-in” perspective on hiring trends and generate prospective candidate pools. Partner and guide managers in the job mission description, facilitate the selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results. Conduct job evaluation and propose relevant compensation for new hires and talent mobility. Obtain sign off with the Rewards team Responsible for designing and providing inputs to onboarding program for all hires and ensuring effectiveness and optimal employee experience for the 100-day orientation in partnership with People Experience.

Performance Management

Support People Experience team to partner with business leaders to shape annual priorities and translate them into areas of focus for each population Coach and guide business leaders in understanding and implementing Performance @ Chanel for their team. In partnership with People Experience team, ensure effective usage of performance indicators within division / function. Advise business leaders on annual compensation review for their team members. In partnership with Regional Reward and People Experience team, manage ACR process and provide advisory to ensure complete considerations both for the individual and business as a whole.

Rewards

Review salary / compensation competitiveness of key talents and senior leaders within the designated business/functional portfolio. Facilitate the annual compensation review cycle Review Retail Compensation Incentive Scheme structure and partner with Regional Reward team to provide appropriate recommendations to Business. Strategically plan and deploy changes with appropriate partners in retail management or People Experience teams to ensure optimal impact

Employee Communications and Engagement

In partnership with People Experience team, responsible for division / function communication plan, which is part of the overall market plan, and deployment. Curate and tailor program communication materials / information to convey desired message clearly and effectively to the target audience(s). Plan and manage deployment of communication through appropriate and effective channels. Present and communicate with impact and empathy Collate feedback and channel responses to relevant platform to gather insights In partnership with PE team, responsible for market division / function engagement plan. Derive meaningful insights from employment engagement/ VOE (Voice of Employee) surveys / pulse checks and recommend appropriate action plan to improve targeted and prioritized areas. Plan and manage deployment of action plan(s) in collaboration with People Experience team.

Exit Management

In partnership with People Experience team, advise business leaders on managing voluntary / involuntary employee exits (due to redundancies, retirement etc), especially of key talents/senior leaders, to ensure minimal impact on business and brand image and that actions are in accordance to labour laws. Work with business on vacancy replacement and role reshaping

Emergency Responder

Address exceptions and escalations Quickly understand the business unit implications of an enterprise-wide or individual emergency and coordinate an efficient response with the appropriate internal groups and / or applying relevant employee policies and benefits

Employee Interface

Designated point of contact with division / function leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labour legislation and regulations as well as internal Chanel policies. Coach division / function leader and his/her direct reports (ELC-1) on people performance issues, career development and team management, leveraging on appropriate partners where necessary.

What You Will Bring

Academic / Professional Qualifications

Bachelor Degree with major in Human Resources Management, Business Administration or related discipline. Experience in management or HR consulting is preferred Post graduate qualification of Human Resources / Psychology / Business is an advantage. Fluent in English is a must, local language is a plus

Work Experience & Required Competencies

Minimum 10-15 years' in strategic HR roles with heavy talent management and/or organisation design/development focus, preferably in multinational organisations, retail business or companies in innovative industries. Solid organisation, culture and people leadership experience gained from sizeable multinational, matrixed companies with recognized people practices Strong business acumen and sensitivity to changes in the external business, economic, people & technological environment A seasoned change practitioner with proven track record in leading and driving organisational change and business transformation in partnership with senior business leaders Outstanding facilitation skills and able to lead conversations across diverse topics leading to clear actions that drive impact Strong drive to make things happen. Strong capability to prioritize, manage multiple projects and meet deadlines. Highly analytical, meticulous, organised and results oriented. Strong written and verbal communication skills, together with strong presentation skills. Excellent interpersonal and communication skills with the ability to build a strong relationships & partnerships with people from different levels in the organisation and with different styles Agile, ability to use discretion and deal effectively with uncertainty, change and ambiguity. Innovative, open-minded, proactive, independent and customer orientated.

Key Interactions / Stakeholders:

Internal

Division Leader, key business partner Stakeholders: P&O GM, MD and ELC People Experience, in deployment of projects and people discussions Talent Capability Development: Partner in talent acquisition and L&D related topics People Tech & Solutions, in obtaining SME support and expertise HR Business Services, for HR processes

External

Consultants, Vendors

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel. Seniority level

Seniority level Mid-Senior level Employment type

Employment type Full-time Job function

Job function Human Resources Industries Retail and Retail Luxury Goods and Jewelry Referrals increase your chances of interviewing at CHANEL by 2x Get notified about new Human Resources Business Partner jobs in

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