Human Resources (HR) Manager

Job Overview

The HR Manager – People & Operations is responsible for ensuring that SOLS Energy operates with strong HR hygiene, consistent people standards, and a disciplined team culture. This role does not handle recruitment. Instead, it owns everything that happens after a person joins the organisation: performance management, payroll accuracy, compliance, employee relations, policy enforcement, and the overall well-being and development of the team.

This person is the structural backbone of the HR department, ensuring that leaders are supported, policies are applied fairly, and that every team member understands what is expected of them. They embody the SOLS identity: 'Growth – Discipline – Spiritual Character – Dedication.'

What do I get?

• A fair remuneration package including an attractive commission scheme.
• Career progression in a fast growing impact organisation backed by Petronas.
• 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.

What do I need?

Essential

• Minimum 3–5 years of HR experience, with at least 2 years in a standalone or senior HR role.
• Strong working knowledge of Malaysian Labour Law, Employment Act 1955, and statutory requirements (EPF, SOCSO, EIS, LHDN).
• Proven track record of managing payroll, compliance, and HR operations accurately and independently.
• Experience handling employee relations cases, disciplinary proceedings, and PIPs.
• Strong written and verbal communication skills in English and Bahasa Malaysia.
• High integrity, confidentiality, and the ability to apply policies firmly and fairly.
• Organised, detail-oriented, and self-directed with strong follow-through.

Preferred

• Degree in Human Resource Management, Business Administration, or related field.
• Experience working in a fast-growth SME or multi-brand organisation.
• Exposure to HRD Corp (HRDC), performance management systems, or HR tech platforms.
• Ability to coach managers and build HR capability at team level.
• Familiarity with AI tools and digital HR practices is an advantage.

What will I do?

1. HR Hygiene & Compliance

• Maintain accurate, up-to-date employee records, contracts, and documentation at all times.
• Ensure full statutory compliance with Malaysian Labour Law, EPF, SOCSO, EIS, and LHDN.
• Manage and audit attendance, leave, and punctuality records; identify patterns and escalate consistently.
• Enforce SOLS HR policies and SOPs fairly across all departments and brands.
• Conduct regular HR audits and close any gaps in compliance or documentation.

2. Payroll Coordination & Accuracy

• Gather, verify, and submit all payroll inputs accurately and on time each month.
• Coordinate with Finance for payroll processing and statutory payment submissions.
• Identify and resolve payroll discrepancies before submission; maintain zero payroll error standards.
• Ensure all statutory deductions and contributions are accurate and filed correctly.

3. Performance Management & Development

• Own and drive the Performance Development System (PDS) cycle across the organisation.
• Track confirmation milestones, probation reviews, and annual appraisals; ensure deadlines are met.
• Manage Performance Improvement Plans (PIPs) with clear documentation and follow-through.
• Support managers in conducting fair, evidence-based performance conversations.
• Design and coordinate internal training and capability-building programmes for team members.

4. Employee Relations & Discipline

• Handle employee relations issues, grievances, and disciplinary cases with fairness and confidentiality.
• Issue warning letters, show-cause letters, and disciplinary notices in compliance with labour law.
• Advise managers on appropriate disciplinary action and escalation procedures.
• Conduct HR investigations where required; document all proceedings accurately.
• Address people's issues promptly to prevent escalation and protect organisational culture.

5. Manager Advisory & People Support

• Act as the primary HR advisor to team leaders and brand managers on all people-related matters.
• Support leaders in understanding and applying HR policies, so they can manage their teams effectively.
• Guide managers through difficult conversations including PIP initiation, performance feedback, and exits.
• Escalate high-risk decisions (terminations, retrenchments, exceptions to policy) with clear documentation.

6. Offboarding & Exit Management

• Manage all employee exits including resignations, terminations, and end-of-contract processes.
• Conduct structured exit interviews and consolidate learnings for leadership.
• Ensure all offboarding documentation, final pays, and clearances are completed accurately and on time.
• Track attrition rates and identify retention risks proactively.

7. Employee Experience & Engagement

• Implement and track pulse checks, well-being surveys, and team engagement initiatives.
• Analyse pulse check data and present actionable insights to leadership monthly.
• Drive initiatives that reinforce SOLS culture, team cohesion, and organisational alignment.
• Champion a positive, fair, and transparent people environment across all brands.

8. HR Reporting & Data

• Maintain and update HR dashboards covering headcount, attrition, absenteeism, and PDS progress.
• Provide monthly HR reports to senior leadership with clear data and recommended actions.
• Ensure all HR records are audit-ready and accessible at all times.
• Identify trends in people data (e.g., repeated disciplinary issues, turnover patterns) and escalate early.