Manager, Industrial Relations

• Provide sound, timely, and practical advice grounded in labour legislation, case law, and best practices.
• Ensure end-to-end ownership of IR cases, including documentation, risk assessment, and recommendation of appropriate actions.

• Draft, review, update, and maintain IR-related policies, procedures, guidelines, and standard operating manuals to ensure consistency and compliance across the organisation.
• Develop and standardize IR-related letters, templates, and documentation (e.g. show cause letters, suspension letters, domestic inquiry notices, warning letters, termination letters) to support consistent IR practices.
• Proactively identify IR risks and recommend mitigation strategies to protect the Company's interests and reputation.

• Establish clear IR frameworks, escalation protocols, and governance structures for consistent application across the organisation.
• Partner HR teams to build IR capability and ensure alignment with established standards.
• Establish clear IR frameworks, escalation protocols, and governance structures for consistent application across the Group.
• Partner Group HR and subsidiary HR teams to build IR capability and ensure alignment with Group standards.

• Manage external legal counsel on IR cases, ensuring cost effective and outcome-focused engagement.
• Represent the Company in conciliation meetings, negotiations, and external forums as required.

• Provide management reports and insights to support informed decision-making at Group and subsidiary levels.
• Continuously review IR practices to improve efficiency, consistency, and employee experience.

• Build practical IR capability by equipping stakeholders with the knowledge, tools, templates, and confidence to manage employee relations issues effectively.
• Provide coaching and guidance to HR partners and line managers on handling IR matters in a consistent and legally compliant manner.

• Demonstrate adaptability, collaboration, and resilience in leading group-wide initiatives and navigating change.
• Undertake special assignments and additional responsibilities as delegated by the Head of HR and senior management.

• Postgraduate qualification or professional certification in HR/Industrial Relations/Employment Law is an added advantage.
• Minimum 10 years of progressive experience in Industrial Relations, preferably within a group or complex organisational environment.
• Proven experience handling end-to-end IR cases, including disciplinary actions, domestic inquiries, and engagement with external authorities.
• Experience operating at Manager level or equivalent, providing advisory support to leaders and managers.
• Strong working knowledge of Malaysian labour and industrial relations legislations and case precedents.
• Expertise in IR governance, compliance management, and policy development.
• Ability to translate legal and technical requirements into practical business solutions.

• Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.
• Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.
• Able to display accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team's commitments.
• Able to understand and prioritise stakeholders' needs/expectations and develop solutions to improve service delivery.
• Able to appreciate the complex interrelationships between external factors and internal business operations and develop strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.
• Able to nurture the culture of learning organisation.
• Able to develop strategic plans in response to market shifts and shocks to accomplish organizational goals; adaptability to changes in business landscape.
• Adaptability and flexibility to changes in business landscape demonstrating initiative concerning forward thinking and planning.

PPB Group