Job Description

The Senior Manager, People & Culture is a key member of the Hospital’s Senior Management Team, responsible for leading the People & Culture function and supporting the development and implementation of the Hospital’s management plan in alignment with its overall business and quality objectives.

The role provides strategic and operational leadership across human resource management, workforce planning, employee relations, performance management, learning and development, employee engagement and regulatory compliance. The position also oversees the Safety & Security function and coordinates with IT on relevant operational and system-related matters to support the Hospital’s overall operations and business objectives.

Roles and Responsibilities
People & Culture / HR Management

• • • Lead and manage the overall People & Culture function in alignment with the Hospital’s short- and long-term objectives, A1 Group direction, policies and professional standards.
    • Develop and monitor departmental goals, objectives, KPIs, operating and capital budgets, staffing requirements, policies and procedures.
    • Lead workforce planning and work closely with Group HR, Business Unit Finance and Hospital Management on approved headcount and workforce requirements.
    • Oversee the full spectrum of HR activities, including recruitment, retention, performance management, compensation and benefits, employee relations and HR operations.
    • Develop and implement effective recruitment and retention strategies to attract and retain a high-quality workforce.
    • Oversee the employee performance management process and coordinate annual performance reviews to ensure timely completion and compliance.
    • Manage compensation and benefits programmes to ensure competitiveness, internal equity and alignment with A1 Group practices.
    • Manage employee and industrial relations matters, including grievances, counselling, conflict resolution and disciplinary matters.
    • Represent the Hospital in relevant labour and industrial relations proceedings, including matters involving the Labour Department and Industrial Court, where required.

Learning & Development and Employee Engagement

• • • Lead the Hospital’s Learning & Development function and ensure training initiatives are aligned with business and workforce development needs.
    • Conduct training needs analyses and develop and implement the annual training calendar.
    • Oversee internal and external training programmes from planning through to completion, including CPD requirements and HRD Corp claims.
    • Support initiatives that strengthen employee engagement, organisational culture and the overall employee experience.

Safety & Security

• • • Oversee the operations of the Safety & Security function, including internal and outsourced security personnel.
    • Ensure the Hospital’s security, fire safety and related systems comply with applicable laws, regulations and Hospital requirements.
    • Oversee the Fire Squad and Fire Commandant, ensuring that fire safety training, drills and surveillance activities are conducted as required.
    • Ensure compliance with relevant MSQH and JCI requirements relating to Safety & Security.

IT Coordination

• • • Work closely with the IT team to ensure data security, privacy and compliance with relevant regulatory requirements.
    • Coordinate and follow up on internal IT-related complaints and ensure issues are addressed within the required timelines.
    • Support internal communication and coordination on IT-related matters.
    • Act as the Person-in-Charge for IT system migration initiatives at PMC.

Management & Reporting

• • • Prepare and review HR and operational reports, analyse relevant data and statistics, and provide recommendations to improve services, processes and organisational effectiveness.
    • Conduct regular departmental meetings to review operational matters, challenges and improvement initiatives.
    • Work closely with Hospital Management, Group HR and other stakeholders to support the Hospital’s people and business objectives.
    • Perform other duties and responsibilities as assigned by the Hospital CEO.

Qualification and Education Requirement

• • • Bachelor’s Degree in Human Resources, Business Administration, Management or a related discipline.
    • Minimum 8–10 years’ relevant HR experience, with strong experience in a managerial or leadership capacity.
    • Proven experience managing the full spectrum of HR, including recruitment, workforce planning, performance management, compensation and benefits, employee relations, industrial relations and learning & development.
    • Strong knowledge of Malaysian employment laws, statutory requirements and HR best practices.
    • Proven experience in managing employee and industrial relations matters, including grievances, disciplinary cases and engagement with relevant authorities.
    • Strong leadership, communication, interpersonal and stakeholder management skills, with the ability to work effectively with senior management and cross-functional teams.
    • High level of integrity, confidentiality, professionalism and sound judgement when handling sensitive employee and organisational matters.