Assistant Manager, HR

at  The Este Lauder Companies

The Estée Lauder Companies (ELC) Inc. is a Fortune 500, multinational manufacturer and marketer of prestige skincare, makeup, fragrance and hair care products, headquartered in New York City. As the global leader in prestige beauty, we touch over half a billion consumers a year. The company owns a diverse portfolio of brands, distributed internationally through both digital commerce and retail channels.
The HR Generalist is responsible for providing expert guidance and support on various HR functions, including recruitment, employee relations, performance management, and compliance with employment laws. He/she plays a key role in developing and implementing HR policies, facilitating training and development programs, and advising managers and employees on HR best practices to foster a positive and productive workplace environment. Additionally, HR Generalist is involved in conflict resolution, benefits administration, and ensuring compliance and adherence to local legality.
We are seeking a knowledgeable and proactive HR Generalist to join our team. The HR Generalist will play a crucial role in providing comprehensive HR support to both managers and employees. This role requires a blend of strategic thinking and hands-on operational HR experience.

QUALIFICATIONS

• 3+ years of HR Generalist experience, encompassing talent sourcing, recruiting, employee lifecycle management, employee relations, labor laws, compensation and benefits administration.
• Excellent verbal and written communication skills with a strong command of English.
• Strong knowledge of HR principles, practices and Malaysia employment laws.
• Experience with employee relations and conflict resolution.
• Professional maturity in handling confidential information and ability to maintain confidentiality of personal information across diverse situations.
• Organized problem solver adept at prioritizing in fast-paced, detail oriented, customer service driven, high-pressured and highly visible work environments.
• Proficiency in MS Office (Word, Excel, PowerPoint, Outlook and PowerBI) and HRIS systems.
• Proficiency in Talent Acquisition systems for example Taleo & HireVue (preferred) and familiarity with Applicant Tracking Systems and CRMs (essential).
• Familiarity with search strings and sourcing tools, particularly LinkedIn.
• Self-starter who challenges the status quo and recommends process improvements accordingly.
• Strong service orientated mindset and comfort with interacting with senior level business stakeholders.
• Strong interpersonal communication and able to thrive in ambiguous situations.
• Strong influencing skills, quickly establishing credibility and effectively managing through influence.
  Job: Human Resources
  Primary Location: Asia Pacific-MY-14-Wilayah Persekutuan
  Job Type: Standard
  Schedule: Full-time
  Shift: 1st (Day) Shift
  Job Number: 24969

Employee Relations:

• Serve as the first point of contact for employee queries and issues, offering advice and guidance on HR policies, procedures, and best practices.
• Addressing and resolving conflicts and disputes that may arise in the workplace promptly and fairly, promoting a harmonious work environment.

Talent Acquisition:

• Define and execute sourcing strategies to attract top talent efficiently and cost-effectively.
• Build candidate pipelines for current and upcoming vacancies, focusing on key stakeholders.
• Utilize various sourcing techniques, tools, and channels to directly source qualified candidates.
• Support the recruitment process by coordinating interview schedules and providing logistical assistance as needed.
• Manage end-to-end hiring processes, including creating job requisitions, posting positions in Taleo, screening candidates, and making recommendations for process improvements and best practices to enhance the candidate experience.
• Collaborate with APAC C&B team to develop competitive offer packages.
• Communicate effectively with hiring managers and candidates, ensuring timely updates and feedback throughout the recruitment lifecycle.
• Stay informed about industry trends and labor market dynamics to advise business stakeholders effectively.
• Generate weekly sourcing activity reports including metrics, sourcing plans, priorities and strategic initiatives.
• Ensure data integrity in systems and tools and maintain proactive follow-up with internal and external stakeholders.

Onboarding:

• Ensuring effective end to end onboarding process for new hires to foster employee engagement and create a positive employee experience.
• Responsible for HR Orientation prepare and integrate new hires into the organization, its mission, values, culture, and organizational structure.
• Facilitating office tour introductions to key colleagues, managers and stakeholders within the organization.

Performance Management:

• Support cyclical HR appraisal processes, including performance reviews, monitoring progress, providing feedback, assisting in the development of performance improvement plans and assist with reporting and data analysis by tracking key HR metrics and preparing reports.
• Support talent review and succession planning process including reviewing employee performance data, feedback from managers and peers and potential indicators such as demonstrated leadership abilities or specialized skills to identify top performers and high potential individuals.

HR Policies & Procedures:

• Ensure compliance with company policies and procedures and participate in the development and review of HR policies.
• Enforcing workplace policies and procedures that comply with legal requirements and promote fairness and equity among employees.

Training & Development:

• Collaborate with the HRBP Manager and Learning and Development team to deliver training aligned with the defined program, encompassing corporate onboarding, skills development, and other training initiatives.
• Identify training needs and coordinate the delivery of training programs to support employee development.
• Responsible for end-to-end administration of HRDF claimable trainings including grant and claim applications.

HR Data Management:

• Maintaining data accuracy, consistency and completeness through regular audits, validations, and data cleansing activities.
• Analyzing HR data to derive insights, trends, and patterns that inform decision-making and strategic planning. This includes preparing reports and dashboards on key HR metrics such as turnover rates, employee demographics, and workforce planning.
• Explore possibility to integrate HR data across different systems and automating processes where possible to streamline data entry, reduce errors and enhance efficiency.

Employee Engagement:

• Assist in the design and implementation of employee engagement initiatives that promote a healthy balance between work responsibilities and personal life to foster a positive and productive work environment.
• Promoting employee well-being through ELC Employee Assistance Program and initiatives that prioritize employee health and safety

Compliance:

• Ensure adherence of all HR activities to legal and regulatory requirements.
• Identifying potential compliance risks and implementing measures to mitigate these risks through proactive monitoring, audits, and corrective actions.
• Support the Audit & Assessments Exercise.

Offboarding:

• Notifying relevant stakeholders on employee’s departure and lead the end-to-end offboarding process including completing necessary system update and paperwork such as termination request, final paychecks, employee benefits discontinuation, returning company property and revoking access to business systems.
• Conduct exit interview to gather feedback from the departing employee regarding their experience, reasons for leaving and suggestions for improvement.

Payroll:

• Responsible for payroll submission on a regular schedule for example regular, offcycle and adhoc and ensuring accuracy in calculations and compliance with legal requirements.
• Conducting periodic audits of payroll records and processes to ensure accuracy, identify discrepancies and mitigate risks.

HR Projects:

• Participate in various HR projects and initiatives aimed at improving HR processes and systems.

Total Rewards:

• Coordinate pre and post travel arrangements and administration.
• Oversee the indirect procurement process, including new vendor setup, purchase order creation and invoice processing.
• Assist in preparing and submitting compensation and benefits survey submissions for OSKL and GTC to designated consultants.
• Support or attend pre and post survey meetings on behalf of OSKL or GTC as required.
• Aid OSKL and GTC employees in submitting claims for example group life, group personal and group health insurance).
• Assist OSKL and GTC employees with inquiries regarding claims from brokers or insurers.
• Perform any other compensation and benefits tasks as assigned by the Total Rewards team as needed.

Adhoc:

• Any other responsibilities as assigned by ELC.