About the job

ABOUT VALIRAM

Valiram was established in 1935 in Kuala Lumpur, Malaysia, originally specializing in the textile trade. Today, Valiram is Southeast Asia’s leading luxury goods and 360° retail specialist with presence in Malaysia, Singapore, Indonesia, Australia, Thailand, Hong Kong, Macau, Vietnam and the Philippines.

Operating more than 600 stores, a number which continues to grow, the group represents in excess of 200 brands across various categories, from fashion and accessories, timepieces and jewelry, perfume and cosmetics to confectionery and dining concepts.

Learn more about us at www.valiram.com

• Valiram Brands:Beauty (Victoria’s Secret, Bath & Body Works, Rituals, Molton Brown, Grown Alchemist)
• Fashion (Michael Kors, Steve Madden, Tory Burch, Chloe, MLB Korea, Charles & Keith, Pedro etc)_
• Accessories (Swarovski,Mont Blanc)
• Travel Retail (Hermes, Bvlgari, The Flying Emporium, Coach, Polo Ralph Lauren, Lacoste, Beaute Love, Ion Gizmos, Candy Party, Wear + When, Tumi, Ion Gizmos)
• F&B (Bacha Coffee, Quivo, Godiva, TWG Tea, Laderach, Candy Party, Lindt)
• Watches (Swiss Watch Gallery, Tudor, Rolex, Cartier, Tissot, Zenith, Bell & Ross, Breitling, Blancpain, Omega)

ABOUT THE ROLE

As the HR Manager, your primary responsibility is to provide strategic HR support and guidance to all brands and categories within your assigned region. You will collaborate closely with local retail management teams to ensure alignment with organizational goals, foster a positive workplace culture, and drive employee engagement. This role plays a critical part in executing HR initiatives, addressing employee concerns, and implementing best practices across the region.

KEY AREAS OF RESPONSIBILITIES

• Strategic Workforce Planning & Organisational GrowthPartner with executive and operational leaders to develop and execute people strategies aligned to business growth objectives.
• Lead workforce planning initiatives to ensure the business has the right capability, structure, and talent pipeline to support current and future retail expansion.
• Utilise workforce and people analytics to provide strategic insights and support business decision-making.
• Support workforce capability planning, including leadership development, reskilling, and upskilling initiatives to support future business needs.

• Strategic Business Partnering & Leadership CoachingAct as the senior HR advisor to executive and operational leadership teams across the retail network.
• Coach and influence leaders on workforce planning, leadership effectiveness, talent management, and organisational performance.
• Build leadership capability and accountability for people-related outcomes.
• Provide commercially focused HR advice that balances employee experience, compliance, and business performance.
• Support senior stakeholders through organisational change, transformation, and growth initiatives.

• Employee & Industrial RelationsLead the management of complex employee relations matters, including performance management, grievances, misconduct, and disciplinary processes.
• Conduct and oversee workplace investigations, ensuring procedural fairness and compliance with legislative requirements.
• Provide expert guidance on Australian employment legislation, industrial instruments, Modern Awards, and workplace relations matters.
• Minimise organisational risk through proactive management of employee and industrial relations issues.
• Support consultation, restructuring, and organisational change activities in line with legal and business requirements.

• HR Governance, Compliance & Continuous ImprovementEnsure compliance with all relevant employment legislation, awards, policies, and internal governance requirements.
• Develop, review, and implement HR policies, procedures, and best-practice frameworks.
• Lead continuous improvement initiatives to enhance HR processes, systems, and service delivery.
• Maintain current knowledge of employment law, workplace relations developments, and emerging HR trends.
• Contribute to broader People & Culture initiatives and strategic projects across the organisation.

• Talent Management, Development & RetentionLead talent management initiatives across attraction, development, succession, retention, and engagement.
• Partner with recruitment teams to implement scalable talent acquisition strategies that support retail network growth and new store openings.
• Support Learning and Development team with career pathways and succession programs to strengthen internal talent pipelines.
• Drive performance management frameworks that promote accountability, development, and high performance.

• Reward, Performance & RecognitionProvide strategic input into remuneration, incentive, and benefits programs to ensure market competitiveness.
• Support the development and implementation of reward and recognition initiatives that enhance engagement, retention, and performance.
• Partner with leaders to conduct talent reviews and calibration processes across the business.
• Monitor workforce trends and provide recommendations to support attraction and retention strategies.

• Culture, Engagement & Employee ExperienceChampion a high-performance, customer-first culture across all locations and brands.
• Drive employee experience improvements across the entire employee lifecycle.
• Partner with leaders to foster positive employee relations, team effectiveness, and workplace collaboration.
• Support cultural transformation initiatives that enable sustainable business growth and organisational success.

KEY REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration or a related discipline.
• At least 10 years of progressive HR experience, ideally with substantial HR business partnering exposure in retail, consumer-facing or other multi-site operating environments.
• Proven track record in workforce stabilisation, frontline employee retention, recruitment improvement and managing high-volume or geographically dispersed workforces.
• Strong commercial acumen and the ability to translate business priorities into practical, measurable HR strategies that support growth and operational performance.
• Demonstrated experience in workforce planning, succession planning, leadership development and talent retention.
• Sound knowledge of Australian employment legislation, industrial relations and employee relations practices, with the confidence to manage complex and sensitive people matters.
• Strong stakeholder management and influencing skills, with the ability to partner effectively with senior leaders, challenge constructively and drive accountability.
• A decisive, hands-on and adaptable approach, with the ability to operate effectively in a fast-paced, evolving environment where priorities may shift.
• Demonstrated ability to streamline processes, navigate organisational governance and deliver outcomes without compromising compliance or controls.
• Strong analytical, problem-solving and decision-making skills, with the ability to turn HR data into actionable business insights.
• Excellent communication, interpersonal, negotiation and change management skills.
• Proficiency in HRIS, workforce reporting tools and Microsoft Office applications.
• HR-related professional certifications are an advantage.