(A) LEGAL RISKS 1. Review and provide legal advice on legal documents. 2. To assist in monitoring the management of ongoing and potential medico-legal and civil suit litigation matters. 3. Liaise with relevant departments and personnel to ensure that, where legal risks have been identified, an appropriate course of action has been taken. 4. Provide legal protection and risk management advice to management, especially on contract management, policies and any legal documentation. 5. Provide and interpret legal information and disseminate appropriate legal requirements for staff. 6. To assist the head of department with the research and preparation of regulations, policy and writing for legal matters in relation to the Company in terms of compliance with the law and governance. (B) POLICY DEVELOPMENT 1. Research, review and advise management on legal implications of internal policies and procedures. 2. Assist in reviewing internal policies and ensure that they comply with all statutory or legal requirements and Environmental, Social and Governance (ESG). 3. Assist in ensuring departmental policies and procedures, objectives are compliant with the legal elements and Environmental, Social and Governance (ESG). (C) LITIGATION MANAGEMENT 1. Assist in reviewing, advising, and preparing updates for the management on ongoing and potential medico-legal and civil suit litigation matters and liaise with and manage external lawyers. 2. If requested, attend courts on behalf of the management and write a report on the status of the case after each event. (D) REGULATORY COMPLIANCE 1. Assist in applying for and obtaining hospital operating licenses from the Ministry of Health, Malaysia and other relevant authorities related to the healthcare industry. 2. Formulate compliance with the law and Environment, Social and Governance (“ESG”) checklists to be used for the purpose of ensuring that all information required is provided accordingly. 3. Monitor compliance and ESG with statutory obligations and advise management accordingly. (E) CONTRACT NEGOTIATION 1. Assist in drafting, reviewing agreements, contracts, internal policies and any documents to ensure that they comply with all statutory or legal requirements. Assess the legal implications that need to be brought to the Head of Department's attention. 2. Prepare, review and modify contractual instruments to assist and support various business activities. 3. Negotiate on legal terms for business transactions and prepare and advise on accurate contractual instruments to be adopted to ensure information is submitted accurately and on time. (F) ADMINISTRATIVE DUTIES 1. Prepare monthly and quarterly reports for the department for HOD and/or executive management meetings and Board Management meetings. 2. Assist in developing and maintaining department records and reports, and collect statistical data if required. 3. Monitor, track, KIV, and thereafter prompt all relevant parties to the renewal of all relevant contracts, agreements and licenses. 4. Monitor, review, KIV, find and track all relevant documents, contracts and maintenance of mandatory records, licenses and agreements. (G) Additional Responsibilities 1. Carry out any other duties that may be required by the management at any time . 2. Participates in other institutional legal & compliance activities where appropriate and upon approval by management. 3. Continuously update and improve self in legal & compliance issues. 4. Ensure all legal issues are handled with private & confidentiality as and when appropriate. 5. You are responsible for being engaged in the Department and Hospital quality indicators.
Talent Acquisition Responsibilities: • Recruitment Strategy : Collaborate with leadership and hiring managers to understand hiring needs and develop recruitment strategies to attract the best talent. • Sourcing Candidates : Utilize various channels (job boards, social media, networking, etc.) to source candidates for open positions. • Screening & Interviews : Conduct initial screenings, coordinate interviews, assess qualifications, and provide recommendations for hiring decisions. • Job Postings & Descriptions : Write and post clear, engaging job descriptions that reflect the company’s values and culture. • Candidate Relationship Management : Build and maintain a talent pool for current and future hiring needs. Engage with passive candidates and maintain ongoing relationships. • Offer & Negotiation : Extend offers, negotiate compensation, and manage the offer acceptance process. • Onboarding : Oversee the seamless integration of new hires into the company, ensuring they have a positive experience from day one. People & Culture Responsibilities: • Cultural Development : Advocate for and support initiatives that reinforce the company’s culture and values. Work with leadership to ensure the company culture is embedded in every aspect of the employee lifecycle. • Employee Engagement : Create and implement programs to improve employee engagement, morale, and satisfaction. Develop surveys and feedback mechanisms to measure employee satisfaction. • Diversity & Inclusion : Lead diversity and inclusion efforts, ensuring equal opportunities for all employees and promoting an inclusive work environment. • Employee Relations: Provide guidance and support to employees and managers on resolving conflicts, improving team dynamics, and fostering a positive work environment. • Learning & Development : Partner with leadership to design and implement training programs that support employee growth and development. • Performance Management: Support the implementation of performance management systems that align with the company’s cultural and business objectives. Provide guidance on setting goals, giving feedback, and employee development. • Well-being Programs: Promote and manage wellness programs that focus on mental and physical health, work-life balance, and employee well-being. • Change Management: Assist in guiding the organization through change, ensuring that cultural values are maintained even in times of transition or growth. • Employee Recognition: Develop and promote employee recognition programs to celebrate milestones, achievements, and contributions.
1. Training Needs Analysis • Conduct skills gap assessments and training needs analyses • Collaborate with managers to identify performance improvement areas • Develop learning roadmaps aligned with company goals 2. Program Design & Development • Design instructor-led, virtual, and e-learning programs • Create training materials, presentations, and assessments • Develop onboarding and leadership development programs • Ensure content is engaging and aligned with adult learning principles 3. Training Delivery • Facilitate workshops, webinars, and classroom sessions • Coordinate external training providers when necessary • Support blended learning approaches 4. Evaluation & Reporting • Measure training effectiveness using KPIs and feedback surveys • Track employee development progress • Provide reports and recommendations to leadership 5. Learning Technology Management • Manage Learning Management Systems (LMS) • Upload and update digital learning content • Monitor completion rates and learner engagement
1. Strategic Leadership & Alignment • Partner with the CEO and executve leadership team to develop and execute the organization’s long term business strategy and growth objectives. • Develop HR strategies aligned with organizational goals, focusing on talent acquisition, retention, development, and succession planning. • Drive workforce transformation by fostering a performance-driven culture that aligns with company values and enhances employee engagement. 2. Talent Management, Performance & Development • Lead the recruitment and talent acquisition strategy to ensure the company atracts, develops, and retains top talent. • Facilitate development of the company’s performance targets that drive individual and team performance to achieve organizational success. • Lead annual performance appraisal process and talent discussions to identify high potential talent for future succession. • Implement and continuously improve employee development programs, including training, mentoring, and coaching, to maximize employee potential. • Oversee leadership development programs, succession planning, and career pathing to ensure a pipeline of future leaders. 3. Employee Engagement & Culture • Champion organizational culture, inclusion, and employee engagement initiatives that promote a positive and productive work environment. • Promote diversity, equity, and inclusion (DEI) strategies to ensure a diverse and inclusive workplace. • Foster effective communication between leadership and employees, ensuring a culture of transparency and trust. 4. Compensation & Benefits • Oversee the benchmarking, design and implementation of competative compensation structures and benefits programs to atract and retain high-quality talent. • Ensure the organization remains competitive with market compensation trends and legally compliant with all regulatory requirements. 5. HR Operations & Technology • Leverage HR technology and analytics to drive data-driven decision-making and improve HR operations, processes, and workflows. • Oversee the efficiency and effectiveness of HR systems, tools, and resources, ensuring they support business goals. 6. Change Management & Organizational Development • Lead and support organizational change initiatives, guiding the company through transformation periods, restructuring and integration. • Implement strategies for organizational development, fostering agility, innovation, and continuous improvement. 7. Compliance & Risk Management • Ensure compliance with all federal, state, and local labor laws, as well as industry regulations, in all aspects of HR. • Oversee employee relations, addressing issues and grievances in a fair and equitable manner while minimizing legal risks. 8. HR Budgeting & Resource Management • Develop and manage the headcount planning and HR budget, ensuring that resources are allocated effectively to support business objectives. • Provide guidance on HR-related expenses and cost-saving measures to optimize the HR function’s impact on the botom line.