Total 30 Human Resources / Recruitment job vacancies in Petaling Jaya/Penang/Johor

Key Responsibilities

• Support cost analysis, simulations, and forecasting for various Human Resource cost centers to support the development of the Business Plan. 
• Assist in cross-charging activities and other related financial processes.
• Provide support on overall Country Human Resource topics, including Learning & Development and Resourcing initiatives.
• Support Human Resource digitalization projects, including data migration and process documentation.
• Identify and propose opportunities for process improvements and automation.
• Create engaging media content for recruitment, Human Resource events, and employer branding initiatives.
• Develop written materials, source compelling visual assets, and ensure alignment with Country Human Resource's overall communication strategy.

Project Involvement

• Support Human Resource policy research and development.
• Participate in Human Resource process improvement initiatives.
• Contribute to digitalization and automation of Human Resource processes.

Role Purpose

Drive business performance by strengthening leadership capability, employee experience, and a high-ownership culture. Design and deliver integrated talent, learning, and culture programs that improve retention, productivity, and readiness for growth and transformation.

Key Responsibilities

▪Develop and Guide through performance management frameworks (for all target groups: new hires, interns, contractual hires, low performers) including TM flow, including goal-setting processes, evaluation methods, and feedback mechanisms, ensuring alignment with tires

▪ Coordinate and oversee the TM Flow, including setting objectives, conducting reviews & check-ins, and facilitating calibration sessions to ensure consistency and fairness

▪Identify development needs through performance data analysis and collaborate with managers to implement training programs, mentorship, and performance improvement plans (PIPs) for underperforming employees

▪Collect and analyze performance data to identify trends, gaps, and areas for improvement. Prepare comprehensive reports to inform strategic decision-making

▪ Work closely with HR Business Partners, department heads, and team leaders to ensure that performance management processes are effectively communicated and integrated across the organization

▪Continuously review and enhance performance management processes, incorporating feedback from stakeholders and staying informed about best practices to ensure effectiveness and efficiency

• Leadership & Manager Development: Design manager essentials (coaching, feedback, performance, engagement), leadership curricula, and practical toolkits; enable leaders to execute consistently. 

• Talent Development & Mobility: Support succession planning, HiPo identification, career frameworks, and internal mobility; build critical capability pathways for priority roles. 

• Learning Strategy & Delivery: Build annual learning plan and academies; curate blended learning (digital + cohort + on-the-job); ensure transfer to performance through reinforcement. 

• Engagement & Employee Listening: Run listening strategy (surveys/pulses/focus groups), convert insights into action plans, and close the loop 

• Measurement & ROI: Track impact and provide executive-ready insights; continuously improve programs based on data and feedback. 

• Stakeholder Partnership: Work with HRBPs, business leaders, and COEs to tailor interventions; manage vendors and learning partners as needed.

The HR & Payroll Coordinator plays a key role in supporting the Local MU organization by strengthening leadership capability, driving a high-performance culture, and enhancing associate engagement.

This role is responsible for executing the local HR agenda, covering a wide range of people-related areas including daily HR operations, signature HR processes, payroll administration, data management, foreign worker management, compensation and benefits, employee relations, talent and performance management, local labour relations, and initiatives that support associate engagement.

Key Responsibilities:

• To assist Policy & Total Reward Manager for implementing Human Resource procedures.
• Take charge of final payroll clearance and tax clearance for expatriate and foreign workers.
• Responsible for monthly payroll competency and prepare all related salary reports to finance and stake holder.
• To support on day-to-day operation and be an advisor on expatriate management. 
• Assist on tax matters/liabilities and lodge relevant documentations with IRB and follow up closely for new expatriate and for expat staff leaving the country.
• To check and monitor Time Management System (TMS) record and liaise with Department Admin for any correction or discrepancy.
• Send the payroll data to the third-party payroll provider for payroll processing on timely manner.
• To prepare employee Confirmation letter, Appraisal evaluation form, quarterly group insurance invoices, Forklift incentive (twice a year), contract renewal letter and employees change request related document (Form & Letter).
• To create and update personal file for new join associates.
• To support on company events / festival gift, employee celebrations, and employee engagement.
• Engaged in SAP Success Factor system and responsible in HR Shared Services focus on employee central, onboarding/offboarding processes, and compensation.                
• To ensure the expenses of current year did not overspend as per AOP report estimation and ensure the AOP report are aligned with department manager’ requirement. 
• Responsible for statutory submission to IRB, EPF, SOCSO & HRDC board as well as Zurich Pension Plan. – Submission statutory + Zurich pension
• Enrolment and Termination of associate in AIA Portal
• Submit statutory related form to statutory board or via online portal (CP22, Form 2, Form 3)
• Address queries from associates, department admins, and stakeholders, and prepare ad hoc reports as requested by management.
• To perform any other duties assigned by the superior.

We’re not looking for a box-ticker. We want someone who’s genuinely curious about the people they’re hiring whether that’s a project engineer or a finance manager and who takes pride in finding the right fit, not just filling the seat. If you care about clean energy and want your work to mean something beyond the headcount, you’ll fit right in here.

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WHAT YOU’LL OWN

End-to-end recruitment across technical (engineering-focused) and corporate roles

Own the full hiring cycle from intake with the hiring manager, crafting the JD, sourcing and screening, coordinating interviews, to offer and onboarding handoff. Your portfolio will span engineering, finance, sales, and corporate functions.

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Proactive sourcing & pipeline building

Build diverse talent pipelines using LinkedIn, JobStreet, referrals, and direct outreach. Don’t wait for applicants — go find the right people before the role is even open.

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Partner closely with hiring managers

Translate vague role briefs into sharp hiring criteria. Push back when needed. You’re a strategic partner, not a CV forwarder.

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Candidate experience & employer branding

Every candidate interaction reflects on Solarvest. Timely comms, honest feedback, and a process that respects people’s time — non-negotiable. Contribute to how we show up as an employer in the clean energy space.

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Recruitment data & process improvement

Track metrics that matter — time-to-fill, source quality, offer acceptance rate. Flag what’s broken and propose fixes. We’re building a more scalable TA function and you’ll be part of that.

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Vendor & agency management

Manage relationships with external search firms for senior or specialist hires. Keep them accountable — quality over volume.

Must-haves

• Minimum 4 years of experience in talent acquisition or recruitment, covering both technical and non-technical roles
• Comfortable navigating a mixed requisition load — from corporate support functions to specialised industry roles
• Strong sourcing skills across LinkedIn, JobStreet, and direct outreach — not just posting and waiting
• Organised, self-driven, and accountable — you don’t need hand-holding to manage a requisition load
• Communicates clearly and directly — with candidates, hiring managers, and the team
• Familiarity with Malaysian employment practices and local hiring norms

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Bonus points

• Prior experience in or genuine interest in the renewable energy, utilities, or infrastructure sectors
• Background in engineering, energy, or a technical field — helps you build credibility fast with hiring managers
• Experience working with or evaluating ATS/HRMS platforms
• Data-savvy — comfortable pulling reports, spotting trends, and translating numbers into actions

• Team Leadership. You may have people management responsibility within a geography.
• Developing and implementing HR strategy. You will implement both regional and global business strategies within your market(s). You’ll bring expertise on industry and market trends and situations to develop and implement HR initiatives in line with the market(s) operational needs.
• Retaining talent. You will implement defined retention strategies within your market(s), ensuring that retention agreements are executed in line with local requirements and providing feedback on local nuances that could impact the strategy. You will escalate local situations that require HRBP review or approval, (e.g. identify flight risks, compensation issues or local competitive or benefit nuances).
• Talent management and development. You will support the roll out of global and regional development initiatives and programs within your market(s), partnering with people managers and employees to provide on-the-ground leadership as appropriate.
• Employee relations, labor relations and performance management. You will develop and implement HR policies and procedures that reflect market conditions and company philosophy. You’ll ensure compliance with policies at the local level. You’ll oversee appropriate resolution of employee relations issues within your market, escalating as required based on complexity and seniority of associates involved. You will partner with locally relevant Works Councils and Unions. Lastly, you’ll assist with the execution of Performance Improvement plans at the local level (L4 and below).
• Culture, values and Diversity, equity and inclusion (DE&I) You will maintain a positive organizational culture in the market(s) you support, aligned with the organization's values and mission, which includes promotion or DE&I. You’ll drive local implementation of global initiatives (eg. Workplace with Purpose, policy changes). You will coach and guide local managers and associates on processes such as performance management, total rewards, employee engagement, career conversations and conflict management. You will engage, build and retain talent within your geography by fostering a positive local culture and deploying locally relevant programs aligned to global strategy.
• Change management and communication. You will assist with the roll out of key change initiatives and communication campaigns. You’ll support your respective HR leader in building change management materials, gathering appropriate stakeholder feedback and executing against plans. You will demonstrate ongoing leadership to ensure transformation is fully implemented and results in lasting change. 
• Compliance. You will ensure that the organization is in compliance with all relevant laws and regulations relating to HR, including labor laws, employment standards, local norms, and partner with security team on health and safety regulations. You’ll monitor and drive key HR processes for all employees in the market(s) (e.g. merit, goals and objectives, bonus, SIP, performance reviews, Code of Conduct implementation and any other relevant initiatives).