IR & ER Lead

Summary:  
Under the guidance of the HRBP for Malaysia, the IR & ER Lead will provide the overall HR functional administrative support and assistance to the HRBP for the Hershey Malaysia Plant including handle employee relations including grievances and driving ER, improving employee engagement, investigate complain/misconduct/abscondment of employees, executing employees well-being programs, union free strategy and ambassador program, coordinating and arranging employees engagement communication meeting; Townhall, The Tarik Session, cafeteria management, to attend employees request pertaining to HR related matters.

 Summary of major duties:
1.    Industrial Relations & Employee Relations

•    Promote and maintain industrial harmony between the management and employees
•    To counsel, make recommendations and take constructive disciplinary actions under the human relations policy and procedures of the organization
•    To mediate and solve industrial relations amicably
•    Managing employee relations issues (e.g., investigating employee and/or supervisor complaints regarding conduct, performance, or attendance, mediation between employees, monitoring diversity/equal employment opportunity program compliance, etc.)
•    Plan and conduct investigations into alleged violations and make recommendations for remediation.
•    Provide guidance, coaching and counseling to HR and leadership to ensure the resolution of employment-related matters.
•    Manage assigned Employee Relations case management & investigations from intake through interview, transition, escalation, and redirection or closure on timely manner. Maintains accurate and timely case files, documentation and follow up.
•    Provide guidance on the interpretation and administration of company policies, procedures, and programs. Monitor the effectiveness and efficiency of operations and services.
•    Present employees’ feedback as per needs and recommend counter-measures for improvement areas that help in retention of employees.
•    Contribute to internal projects and workstreams as needed. Identify and recommend methods to resolve problems, update, simplify, enhance and optimize existing processes, procedures, policies and technologies. Lead cross functional continuous improvement initiatives to ensure that all services are effectively understood and delivered promptly.

2    HR Project Management & Audit
•    To develop policy/procedure and all HR related projects or systems implementation such as reviewing non-professional handbook, MyHR, compensation & benefits survey, etc.
•    Act as representative from HR for internal & external audits, able to answer questions pertaining to HR scope of work including policy, grievance  process, validate if the current employee policy and handbook align with the Employment Act etc. 

3    Employee Engagement & Relations
•    Responsible in developing Employee Engagement Activities Annual Calendar
•    Responsible in planning and executing the employee engagement activities per plan
•    To coordinate employee pulse survey, to set-up town hall meeting, Ambassador Meeting, People Leaders Meeting and monthly employees shopfloor communication meeting
•    Promoting a positive workplace environment through employee communication and engagement including; Implementing measures to increase employee morale, motivation and satisfaction, while reducing turnover (e.g., employee engagement surveys, Townhall, The Tarik Session, People’s Leader Meeting)
•    Prepare and communicate the memo related to employees awareness on certain issues

4    Union Free Strategy & Ambassador Program 
•    Support and manages the plant’s union-free strategy, ensuring alignment with business and employee relations objectives.
•    Drives the Employee Ambassador Program, including planning and facilitating ambassador meetings, engagement activities, and ongoing capability building.
•    Acts as the key coordination point to monitor and track external union movements and activities within the surrounding area, providing timely updates and risk visibility to management.
•    Plays a proactive role in preventing unionization risk through early engagement, issue sensing, and structured employee dialogue.