Chief Human Resources Officer

Role Purpose

The Chief Human Resources Officer (CHRO) is a key executive leader responsible for crafting and implementing human resources strategies that align with the university’s mission, vision, and strategic objectives. The CHRO will oversee all aspects of human capital management, including recruitment, performance management, employee engagement, organisational development, and compliance. This role ensures that the university attracts, retains, and develops a diverse and talented workforce to support its academic and operational excellence towards achieving the University’s Road To 500 objectives

Principal Accountabilities

Strategic Financial Leadership

• Develop and execute HR strategies that align with the university's overall goals and vision.
• Serve as a strategic advisor to the Senior Management Team on human capital matters, workforce planning, and organisational effectiveness.
• Lead efforts to foster a culture of diversity, equity, inclusion, and belonging across the university.
• Analyse workforce trends and propose solutions for improving employee retention, productivity, and engagement.

Talent Management

• Oversee recruitment and onboarding processes to ensure the university attracts top talent.
• Develop and implement strategies for staff and faculty retention, career development, and succession planning.
• Establish performance management systems to evaluate and enhance employee performance.

HR Operations and Compliance

• Ensure compliance with the Malaysian labour laws, regulations, and university policies.
• Manage compensation, benefits, and payroll systems to ensure competitiveness and fairness.
• Oversee the development of HR policies and procedures that support organizational efficiency and employee satisfaction.

Employee Relations and Engagement

• Act as a mediator and advisor for employee relations issues, fostering a harmonious work environment.
• Develop and implement initiatives to improve employee engagement, recognition, and well-being.
• Organise training programmes to promote professional growth and skill development.

Organisational Development

• Lead organisational change initiatives, including restructuring and workforce realignment, as needed
• Collaborate with academic and operational leaders to enhance team performance and collaboration.
• Monitor and assess the effectiveness of HR programmes and recommend improvements.

Job Requirement

Education and Experience

• Master’s degree in Human Resources, Business Administration, Organisational Development, or a related field.
• Minimum of 10 years of progressive HR leadership experience, preferably in higher education or a similar environment, including at least 5 years in a senior management role.
• Proven experience in strategic HR planning, talent management, and organisational change.

Technical & Behavioural Competencies

• Strategic HR Planning
  • Ability to develop and implement long-term HR strategies aligned with the university's academic mission and private equity objectives.
  • Expertise in workforce planning, organisational design, and succession planning.
  
  
• Financial Acumen
  • Understanding of financial management principles, including budgeting, SWB cost control, and ROI analysis related to HR programmes.
  • Ability to balance cost-efficiency with talent investments to meet performance and profitability targets.
  
  
• Talent Management
  • Proficiency in developing recruitment, retention, and development strategies to attract and retain top-tier faculty and staff.
  • Knowledgeable in designing and managing performance evaluation systems that align with institutional goals.
  
  
• Change Management
  • Deep knowledge of change management frameworks to lead organisational transformation, particularly during mergers, acquisitions, or restructuring.
  • Ability to navigate cultural and structural changes driven by private equity ownership.
  
  
• Regulatory Compliance and Risk Management
  • Strong knowledge of the Malaysian labour laws, employment regulations, and higher education standards.
  • Experience managing compliance audits and minimizing legal risks.
  
  
• HR Technology and Analytics
  • Proficiency with HRIS systems and leveraging data analytics for decision-making.
  • Capability to measure HR effectiveness using metrics such as employee turnover, engagement, and productivity.
  
  
• Stakeholder Management
  • Ability to liaise effectively between academic leadership, operational teams, and Board members.
  • Skills in aligning HR initiatives with the financial goals and governance models.

Behavioural Competencies

• Leadership and Vision
  • Inspirational leadership style that fosters trust, collaboration, and alignment across diverse teams.
  • Ability to articulate a clear vision for HR that supports both academic and financial priorities.
  
  
• Emotional Intelligence
  • Strong interpersonal skills to manage relationships with faculty, staff, students, and investors
  • High level of empathy to address employee concerns while maintaining organisational goals.
  
  
• Agility and Adaptability
  • Ability to thrive in a fast-paced, dynamic environment influenced by private equity ownership.
  • Flexibility to adjust strategies in response to shifting priorities or market conditions.
  
  
• Results Orientation
  • Strong focus on achieving measurable outcomes, balancing short-term performance with long-term sustainability.
  • Accountability for meeting HR objectives that impact overall institutional success.
  
  
• Conflict Resolution and Negotiation
  • Expertise in mediating disputes and facilitating constructive dialogue among stakeholders with divergent interests.
  • Ability to negotiate solutions that align with the university's academic and financial goals.
  
  
• Cultural Awareness and Inclusion
  • Commitment to fostering a diverse and inclusive workplace culture.
  • Ability to navigate cultural nuances within the academic and private equity environments.
  
  
• Stakeholder Communication
  • Communication skills to present complex HR data and strategies to non-HR stakeholders, including Board members.
  • Ability to build consensus and advocate for HR initiatives effectively.
  
  
• Resilience and Integrity
  • Capacity to handle pressure and maintain professionalism in challenging circumstances.
  • Strong ethical standards to guide decision-making and uphold the university's values.