Assistant Manager, Performance & Engagement
Date: 22 Jun 2026
Location: Kuala Lumpur, MY
Company: hrdcorp
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JOB PURPOSE & OVERVIEW |
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Responsible for driving a high-performance culture by managing performance management frameworks, strengthening employee engagement, and supporting talent and succession planning initiatives. The role ensures fairness, consistency, and effectiveness in performance processes while enhancing employee experience and supporting organisational talent pipelines.
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KEY ACCOUNTABILITIES |
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Performance Management & Calibration Lead performance management processes, including goal setting, performance evaluations, and calibration sessions via the annual appraisal calendar, communication with employees and other relevant methods to ensure the performance management is executed consistently.
Ensure fairness and consistency in performance assessments, providing feedback and coaching to enhance employee performance, as well as resolving appraisal-related issues in a fair, professional, transparent and equitable manner.
Contribute to the development and continuous improvement of performance management frameworks, systems and tools to align with organisational objectives and best practices.
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Performance Advisory & PIP Management Provide advisory support to managers and employees on performance-related matters, including goal setting, feedback delivery, performance improvement plans (PIP), and coaching interventions.
Oversee and guide the implementation of Performance Improvement Plans (PIP), ensuring clear objectives, proper documentation, and consistent follow-through to support employee performance improvement.
Provide advisory support and guidance to the IR counterparts and line managers in probationary approach, especially on performance assessments, confirmation decisions, and extension or exit recommendations, ensuring a fair, consistent and compliant approach.
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Succession Planning & Talent Management Develop and implement succession planning strategies to identify and nurture talent for key roles within the organisation.
Facilitate talent review discussions and support leaders in identifying high-potential employees, ensuring readiness and sustainability of leadership pipelines.
Create career pathways and development opportunities to strengthen internal mobility and build a robust talent pipeline for future organisational needs.
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Employee Engagement & Experience Design and implement employee engagement initiatives, including surveys, feedback mechanisms, and action plans to enhance employee experience and organisational culture.
Analyse engagement data to identify trends, recommend improvements, and support stakeholders in implementing initiatives that drive engagement, motivation, and retention.
Collaborate with stakeholders to promote a positive, inclusive and high-performance work environment through communication and engagement programmes.
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Employee Listening & Action Planning Drive employee listening strategies through engagement surveys, pulse checks, and feedback channels to gather actionable insights from employees.
Partner with business leaders to translate survey results into targeted action plans and monitor the effectiveness of engagement initiatives.
Track and report on engagement metrics to ensure continuous improvement and alignment with organisational priorities.
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GENERIC ACCOUNTABILITIES |
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MINDSET, BEHAVIOUR AND CULTURE Promote a positive mindset and behaviour, shaping a work culture that values personal integrity and drives high performance. Use practical tools and methods to emphasise ethics, customer focus, and commitment.
Foster personal growth and business excellence by embracing PSMB’s Core Values (P.I.L.L.A.R.S - Passion, Integrity, Leadership, Loyalty, Agility, Responsiveness). Ready to take on extra tasks as needed and willing to go above and beyond. |
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CAPABILITY DEVELOPMENT Drive self-development of talent, skills and knowledge by attending training and participate in seminars/workshops or other training venues to align with the promotion of lifelong learning and acquisition of future work skills in achieving high performance delivery. |
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OPERATIONAL BUDGET MANAGEMENT Strategise and manage departmental/unit operations within allocated approved budget through continuous monitoring of actual expenditure against budget and undertake appropriate control measures to ensure operations are conducted effectively and efficiently to support business goals. |
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STAKEHOLDER MANAGEMENT Foster and sustain effective working relationships and rapport with the internal stakeholders and relevant government authorities, business and management institutions, national and key industry players and service providers to keep abreast with latest development to capture new business opportunities. |
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LEADERSHIP AND CAPABILITY DEVELOPMENT (VP & ABOVE) Drive the development of a competent working team that will enhance and sustain staff capabilities in achieving high performance delivery to ensure internalisation of the right leadership and capabilities in executing their jobs.
Foster the development of talents by providing guidance and avenue to potential employees for succession planning and recommend development needs as required to ensure grooming of talents in align to the best interest of the talent and PSMB’s vision and mission. |
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QUALIFICATION & RELEVANT EXPERIENCE |
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Educational Qualification
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Relevant Experience (skills & knowledge)
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