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Head, Human Resources Business Partner

NEW
location

Kuala Lumpur, Malaysia

permanent

Permanent

Duties & Responsibilities

  • JOB SUMMARY:
  • The Head, HRBP (Technology Portfolio) acts as a strategic partner to senior technology and business leaders, driving people strategies that enable innovation, agility, and sustainable growth in a dynamic fintech environment.
  • This role provides strategic leadership across workforce planning, talent and performance management, and employee relations, ensuring alignment between human capital priorities and the organization’s technology strategy. The incumbent leads the HRBP team supporting the technology portfolio, enabling leaders to build and retain high-performing teams, enhance leadership capabilities, and strengthen the company’s position as an employer of choice for top tech talent.
  • The role requires a forward-thinking HR leader with strong business acumen, deep understanding of the technology talent landscape, and the ability to influence senior stakeholders through data-driven insights and strategic recommendations.
  • JOB RESPONSIBILITIES
  • 1. Strategic Workforce & Budget Management
  • Lead the Manpower Planning and HR Budget for the technology portfolio, ensuring alignment with business priorities and cost efficiency.
  • Advise business leaders on workforce supply and demand trends, leveraging analytics to support informed decision-making.
  • Prepare and present strategic HR proposals and initiatives to the BNRC and Board for endorsement and approval.
  • Continuously review organizational structures to ensure optimal resource allocation and future readiness.
  • Perform additional responsibilities or projects as assigned by the Company in alignment with evolving business needs.
  • 2. Talent & Performance Management
  • Partner with senior technology leaders to align career development, succession planning, and talent movement with strategic workforce goals.
  • Guide leaders to set and communicate clear KPIs, performance objectives, and feedback mechanisms to drive a performance-oriented culture.
  • Collaborate with line managers to execute performance management cycles fairly and consistently across teams.
  • Identify and develop high-potential and critical talent aligned with the organization’s leadership competency framework and technology talent roadmap.
  • Define and monitor succession pipelines for key technology leadership roles to ensure business continuity.
  • 3. Learning, Development & Employee Engagement
  • Partner with the Talent Development teams to drive capability-building programs tailored for the technology workforce.
  • Coach business leaders to promote a culture of learning, growth, and career progression that supports both business innovation and employee engagement.
  • Drive engagement initiatives that foster collaboration, inclusivity, and a strong sense of purpose among technology teams.
  • 4. Compensation, Rewards & Employer Branding
  • Collaborate with the Total Rewards team to ensure compensation frameworks are competitive, equitable, and support retention of critical tech talent.
  • Advise business leaders on reward decisions and pay structures aligned with performance, skills, and market trends.
  • Partner with the Talent Acquisition & Employer Branding teams to position the company as a top employer in fintech and technology, enhancing visibility and candidate attraction.
  • Promote employee experience strategies that reinforce engagement, well-being, and retention across the technology organization.
  • 5. Employee Relations & Compliance
  • Oversee employee and industrial relations matters, including investigations, disciplinary actions, grievances, and misconduct cases, ensuring procedural fairness and confidentiality.
  • Provide expert guidance to management on employment law compliance and best practices in employee relations.
  • Manage cases involving the Industrial Relations Office or escalations to the Industrial Court, in collaboration with external legal counsel when required.
  • Maintain up-to-date knowledge of the Employment Act, Industrial Relations Act, and emerging regulatory changes impacting the workforce.
  • Champion fair employment and selection practices, ensuring diversity, equity, and inclusion across all HR processes.
  • 6. The duties and responsibilities of the Employee outlined herein may be subject to change and the Employee may be required to perform additional tasks as deemed necessary by the Company.

Requirements

  • Qualifications
  • Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field.
  • Minimum of 10–15 years of progressive HR experience, with at least 5 years in a senior HRBP leadership role supporting technology or digital functions.
  • Experience & Knowledge
  • Proven experience in strategic HR business partnering within a fintech, technology, or digital-driven organization.
  • Strong knowledge of technology talent markets, including compensation trends, retention strategies, and capability development.
  • Demonstrated ability to translate business objectives into actionable HR strategies that drive performance and engagement.
  • Experienced in workforce analytics, organizational design, and HR governance.
  • Familiarity with local labour laws, industrial relations frameworks, and regulatory compliance.
  • Experience collaborating with Board Committees and senior leadership teams on strategic people initiatives.
  • Key Competencies
  • Strategic Thinking & Business Acumen. Ability to anticipate workforce needs, align HR strategy to business goals, and influence senior leaders.
  • Leadership & Stakeholder Management. Skilled at building trust and credibility with executives, managers, and cross-functional teams.
  • Analytical & Data-Driven Decision Making. Uses metrics and insights to inform HR recommendations and measure business impact.
  • Change Leadership. Leads transformation initiatives that promote agility, innovation, and continuous improvement.
  • Talent & Culture Champion. Advocates for diversity, equity, inclusion, and a culture of learning and high performance.
  • Communication & Influence. Articulate communicator with strong executive presence and ability to challenge constructively.
  • Resilience & Adaptability. Thrives in a fast-paced, evolving fintech landscape with shifting priorities and demands.
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