• Facilitate, manage and execute all HR strategy implementation activities with Head of HR to ensure HR standards and practices are aligning with Group and Company objectives.• Design, implement and monitor PMS to enable employees and teams understanding of the PMS and alignment process within businesses KPIs.• Coordinate and monitor the annual appraisal calendar, manage the communication with employees and ensure that each activity in the appraisal process is executed within the specified timeframe and as per defined guidelines.• Develop and implement the process of goal setting for all department and individual KPI by looking into the strategic vision, priorities, processes, and tools of the performance management unit.• Oversee the implementation of key performance measures, core competencies framework and core values into performance appraisal system and to integrate within the Individual and Department KPI.• Facilitate and monitor the mid-year and end of year reviews and evaluations to support individual, team and organizational performance.• Liaise with the Business Unit to develop and execute the Employee Succession Planning and initiatives.• Execute the Staff Rewards & Recognition implementation for the effective implementation.• Build talent pipelines and collaborations with universities, colleges and institutions.• Support the design of a consistent compensation & benefits strategy based on the business goals and strategy.• Plan and lead in benchmarking studies and research to determine latest thinking and external competitiveness with general market and industry.• Plan, organise, coordinate, manage or participate in special and on-going projects, which maybe new initiatives or involve modification to existing projects, operational processes, the development and implementation of process improvements and other customer service-related issues within HR functions and organisation wide projects, as assigned by Chief Corporate Officer.

Design, implement and monitor Performance Management to enable employees and teams understanding of the Performance and alignment process within businesses Key Performance Indicators.Coordinate and monitor the annual appraisal calendar, manage the communication with employees and ensure that each activity in the appraisal process is executed within the specified timeframe and as per defined guidelines.Develop and implement the process of goal setting for all department and individual KPI by looking into the strategic vision, priorities, processes, and tools of the performance management unit.Oversee the implementation of key performance measures, core competencies framework and core values into performance appraisal system and to integrate within the Individual and Department KPI.Provide support to line managers in evaluating the employee performance by providing the tools and support in appraisal.Facilitate and monitor the mid-year and end of year reviews and evaluations to support individual, team and organizational performance.Liaise with the Business Unit in develop and execute the Employee Succession Plan and initiatives.Execute the Staff Rewards & Recognition implementation for the effective implementation.Managing Administration unit.

Partnering with Group HR to design, develop and oversee the company’s talent managementprocesses to ensure that talent management is integrated throughout the company.Assist in identifying and assessing leaders against the company’s leadership competencies inorder to facilitate succession planning and development needs for both technical and softskills.Develop retention programs for organization’s talent pool, ensure sustainability in order toavoid the costs of recruiting and on-boarding external hires into critical leadership roles.Develop, implement, monitor and update employees’career development plans and retentionplans. Review and analyze performance results for identified Successors.Drive and manage the implementation of performance management systems to ensureconsistency in the approach and review process.Manage internal communications, assist in the development of internal and external websitecontent for Eaglestar in collaboration with Group Corporate Communications.Assist in HR projects, compliance and management reporting.Draw on overall group and/or individualized training and development plan that addressesneeds and expectations including identify and assess the training needs of the organization,implement effective and purposeful training methods and effectively manage the trainingbudget.

Responsible for Succession Planning and Performance Management & Promotion portfolio.Key responsibilities are at:Performance Management: Establish new Performance Management framework, template, and reward mechanism. Educate and communicate employee on Performance Management System. Work with consultant and system vendor to develop Performance Management System for MRCB and subsidiaries. Establish Policies and SOP. Monitoring and ensure PMS are adhere and random audit of KPI key-in to align with Company's objectives.Succession Planning: Establish and develop Succession Planning framework, roadmap and initiative for MRCB. Work with consultants and vendors to ensure latest best practices applied.Formulate readiness assessment, develop development plan for successor pool. Monitor actual career development activities.

Talent Mgmt & Succession Planning – Establish Succession Panning framework. Establish recruitment activities. Develop TOR Talent Council. Develop and implement talent managementactivities. Formulate readiness assessment, develop development plan for successor pool. Monitor actual career development activities.Reward & Recognition – Develop and manage compensation & benefits package. Accountable for payroll administration function. Participate in salary survey. Continuously manage and improve alignment between reward strategies and practices.Employee & Industrial Relations – Implement and review policies and procedures. Develop, establish and review communication channel and communication strategies. Educate employees on disciplinary policies and procedures. Represents company in industrial court.OD & PMS – Linking People Strategy with Companies Vision, Mission, Values and Philosophy Statement. Facilitate the review of company-wideorganizational structure based on the strategy established. Coordinate communication of Strategic Plan to all employees, Aligns department KRA & KPI and cascading to individual KRA and KPI for all staff.Execute Performance Management System implementation. Design, develop and implements Performance Management System. Develop and implements policy and procedure.Learning Management – Manages in-house and external training. Develop and sourcing training development programs for company based on training needs analysis. Implement and analyse training measurement impact.Competency Management – Establish core competencies for the company. Formulated and established competency profiling for all positions in company. Validate and map each professional and functional competency to each position.Administration – Assess the costs, benefits, risks and effectiveness of existing services and products. Implements selection criteria of vendors. Undertake corrective and preventive measures on office premises and telecommunications systems.

Plan, coordinate and implement UniKL OD (Organization Development) strategy in conjunction with the Management’s aspiration.Plan, coordinate and implement UniKL Talent Management, Succession Planning and Capability Development.Plan, implement and enhance the development of UniKL’s OD & Talent Management/Succession Planning and training strategy, policy and budget preparation & management.Conduct Training Need Analysis/Training Need Identification at organizational level.Provide consultation, coaching and mentoring to HR Business Partners.Talent Management, Succession Planning Data Analysis, Training Data Analysis and Management.Engage, support and work closely with key members of business and HR leaders and associates, Human Capital subject matter experts, senior leaders and key talent contacts.

Plan, coordinate and implement UniKL OD (Organization Development) strategy in conjunction with the Management’s aspiration.Plan, coordinate and implement UniKL Talent Management and Succession Planning.Plan, implement and enhance the development of UniKL’s OD & Talent Management/Succession Planning strategy, policy and budget preparation & management.Provide consultation, coaching and mentoring to HR Business Partners.Talent Management & Succession Planning Data Analysis and Management.Engage, support and work closely with key members of business and HR leaders and associates, Human Capital subject matter experts, senior leaders and key talent contacts.

Update VADS organization structure and submission of HC Dashboard & TM Workforce Report periodicallyEnsure that SAP system’s data and related information to Manpower and Organization is up-to-date.Manages the preparation and submission of related Management Reports (regular/ad-hoc), including organization charts, manpower summaries, movement and analysis to all stakeholders (internal & external).Maintains database of employee movements and positions details in SAP system.Control and facilitation of job evaluation and preparation of Job Terms of Reference (JTOR).Track and manage Manpower Planning on headcount and cost in line with the approved Business Plan (BP).Support the recruitment team in providing them with information related to approved vacancies and expected fill-in.Communicates to all concerned regarding Organization Management & Manpower Planning issues and activities.

Plan, drive, implement, facilitate and monitor performance and reward mechanisms for VADS staffs through communications, follow-ups, and assistance to help VADS staff to retain, and nurture them to achieve personal and organizational aspiration.Plan, implement and monitor EPE (Employee Productivity Enhancement) programs for VADS staffs to achieve EPE objectives.To plan, administer and monitor internal portal exercise for VADS staffs in order to record their performance targets and achievements for better assessment together with 360 assessment.Plan, implement and monitor Reward and Recognition for VADS staffs quarterly and annually to reward their good performance and indirectly to retain talent in company.Worked with the senior executive team and human resource leadership (at both the staff and operations level) to identify and plan programs that met short and long term business needs.Ensure compensation and benefits standards comply with the company policies and/or other regulations or legislations.Analyzed all compensation plans according to policies and regulations.Coordinate communication of compensation and benefits information to employee

- HRDF Management (Application & Claim) & Report- Training Database (Endorsement, Assessment, Evaluation) – Internal & External (include Public Program).- Maintaining and Updating Talent records- Vendor management (payment, training selection, training need analysis)- Planning and Coordinating for Talent development program.- Statistic feedback and generating report.- Central reporting centre throughout TM Enterprise.- Tracking Effectiveness report.- Setting up plan for career development for existing employee.

Provide softskill training for contact centre with majoring on customer service.Develop modules for softskill development in contact centre industry.Content conversion with previous modules, updating modules to current standard and beyond.Assess the need of training in contact centre and develop content to the needs.Assess the effective of the training done within effectiveness period.Client account Manager for dedicated project (TM Fixed Line Products and Billing) in catering the training needs & requirement.

Support the contact centre in achieving its overall service levels (average speed of answer, abandoned calls and % calls answered within service level).Ensure Operational Processes and Procedures are adhered to.Undertake any administration associated with contact centre’s system applications / enhancements and amendments to staff skills set.Real-time call floor monitoring.Strategise planning & providing temporary solutions to adhoc situation.Liaise closely with client's support team to ensure contact centre is operating smoothly.