We deliver end-to-end HR consulting: HR strategy and organisation design; workforce planning and manpower justification; job analysis, job mapping and clear JDs; performance architecture (KPIs/OKRs, calibration, appraisal governance); job evaluation, salary structure and total rewards; HR policy/handbook/SOP development; talent acquisition and assessments (including FIKR psychometrics); TNA and learning roadmaps; HR audit and compliance; Industrial Relations advisory (including Domestic Inquiry); HR for mergers/absorptions; and HR technology/process automation.
We reduce people-risk and compliance exposure, shorten time-to-hire, improve role clarity and accountability, stabilise pay equity, and lift productivity with measurable KPIs and standardised processes. Our approach creates audit-ready documentation, stronger manager capability, and a repeatable HR operating system that scales with your growth.
Engagements follow five disciplined steps: (1) Discovery—short scoping on goals, risks and constraints; (2) Diagnostic—document/data review, interviews, and IR/compliance scan; (3) Proposal—clear scope, timeline, deliverables and fees; (4) Delivery—co-build policies, tools and training with change communications; (5) Handover & Support—playbooks, templates and optional retainer for continuity.
Yes. We tailor frameworks for statutory bodies/GLCs and regulated sectors as well as manufacturing, services, education, healthcare and tech. Solutions reflect your operating model—shift work, unionised environments, project teams, multi-site operations, or high-compliance settings—so policies, pay and processes fit how you actually work.
All deliverables align to Malaysian requirements such as Employment Act 1955 (and regulations), Industrial Relations Act 1967, Trade Unions Act 1959, EPF Act, PERKESO/EIS, Minimum Wages Orders, PDPA 2010 and OSHA 1994. We run IR risk checks, due-diligence on policy changes, and establish documentation trails (contracts, letters, registers) so you are audit-ready. Our ISO-guided consulting approach and public-sector exposure add another layer of governance.
Yes. We draft the full policy suite—handbook, SOPs, approval matrices, disciplinary and grievance flows, complaint handling, leave/attendance/claims, recruitment and exit documentation—and pilot them with your teams. We also train HR and line leaders to apply policies consistently, reducing dispute and compliance risk.
We connect people plans to business goals by clarifying operating model, spans & layers, role purpose, critical capabilities and performance measures. The result is a coherent blueprint linking structure, KPIs/OKRs and rewards so managers can execute without ambiguity.
We forecast demand/supply, map skills to workload, and justify headcount by unit and time horizon. This prevents over/under-staffing, strengthens budgeting and enables targeted hiring, upskilling or redeployment—key for agencies and GLCs with accountability requirements.
We identify critical roles, assess bench strength/readiness, and build development pipelines with time-bound actions. This protects continuity, reduces single-point-of-failure risk and accelerates internal mobility.
The FIKR Assessment provides insights into employee attitudes and behaviors, helping organizations tailor development programs and improve overall performance. We use it to surface motivators, collaboration style, stress responses and potential derailers; apply it in hiring (role fit), team composition (complementary strengths), coaching (personalised development plans) and leadership pipelines; deliver individual reports, manager debriefs and team heatmaps; and track pre/post changes so development spend links to measurable performance gains while maintaining PDPA-aligned data privacy.
We streamline recruitment by implementing best practices, utilizing advanced tools, and ensuring alignment with organizational culture and needs. Practically, we define success profiles and scorecards, use structured behavioural interviews plus work samples and (where relevant) FIKR, calibrate interview panels to reduce bias, optimise ATS workflows and SLA metrics (time-to-shortlist, time-to-offer), strengthen employer branding and candidate experience, run reference/background checks proportionately, and upskill hiring managers so decision quality and speed improve together.
Our Talent Development strategies include customized training programs, mentorship, and continuous learning opportunities to foster employee growth. We start with a TNA and competency map, design blended pathways (workshops, micro-learning, mentoring/coaching, on-the-job projects), set 30/60/90-day application goals, embed manager involvement, and measure transfer with simple, role-relevant KPIs—so learning translates into better output, readiness for stretch roles, and a healthier internal talent pipeline.
We analyze factors affecting retention and develop strategies such as career development plans, competitive compensation packages, and positive work environments. This includes stay/exit data analysis and pulse surveys, manager capability building, workload and process redesign, internal mobility pathways, pay-equity and market positioning checks, recognition and flexibility practices, and early-warning dashboards; results are monitored via overall/regretted turnover, time-in-role progression and engagement scores to confirm impact.
Automating HR processes includes implementing technology solutions to handle tasks like payroll, attendance, and performance management, increasing efficiency and accuracy. We map current flows, select/optimise HRIS modules with self-service, e-forms and e-signatures, integrate with payroll/finance to remove double entry, set maker-checker controls, audit trails and PDPA-aligned access, run UAT and phased rollouts with user training, and track adoption and cycle-time/error reduction so automation actually simplifies work.
We assist organizations in integrating digital tools and platforms into their HR functions, enhancing data management, communication, and decision-making processes. We start by mapping current HR processes and data flows, define requirements, then select or optimise HRIS modules (recruitment, onboarding, leave/attendance, claims, payroll interfaces, performance, L&D) with self-service, e-forms and e-signatures. We set PDPA-aligned data governance and role-based access, integrate systems to remove double entry, run UAT and phased rollout, train HR/line managers, and track adoption with dashboards so the tech measurably reduces cycle time and errors.
We conduct regular audits, provide training on regulatory requirements, and develop policies that adhere to legal standards to ensure compliance. This includes a compliance calendar, policy attestation, maker–checker controls, incident and grievance pathways, DI procedures, documentation standards and retention schedules, vendor/contract compliance checks, corrective-action logs with owners and due dates, and periodic briefings to keep leaders current on legal updates.
We offer support in integrating workforces, aligning organizational cultures, and restructuring roles to ensure a smooth transition during mergers and acquisitions. We perform HR due diligence, map roles and grades, harmonize salaries and benefits with bridging rules, align policies, and prepare Day-1/Day-90 plans covering contracts/letters, payroll and HRIS migrations, access and onboarding. We run tailored communications, leader toolkits, and retention/engagement actions for key talent, while monitoring risks (turnover, pay compression, compliance) with clear escalation routes.
Job Mapping and Design involve defining roles and responsibilities clearly, leading to improved efficiency, accountability, and employee satisfaction. Practically, we clarify role purpose and outcomes, decision rights and interfaces (RACI), remove overlaps, right-size spans/layers, and link competencies and career levels to each job family. The result is faster handoffs, fewer bottlenecks, clearer accountability, and better employee experience.
We assess organizational needs and structure, then delineate roles and responsibilities to align with business objectives and operational requirements. This is done via workshops and stakeholder interviews, process and interface reviews, and authority matrices (DOA). We document mandates, KPIs, reporting lines and collaboration rules, reflect them in org charts and systems, and brief managers/teams so expectations are understood and applied consistently.
Yes, we craft clear and concise job descriptions that accurately reflect the duties, requirements, and expectations of each role. Each JD includes role purpose, key outcomes, core tasks, KPIs/metrics, competencies and qualifications, reporting lines, working conditions/shift needs (if any), and essential legal clauses. JDs are aligned to grading and salary structures, used for recruitment and performance reviews, and can be delivered bilingually (English/Bahasa Malaysia) for easy adoption.
Designing KPIs involves identifying measurable goals aligned with strategic objectives to evaluate and drive employee performance effectively. We translate strategy into a few lead/lag indicators per role, define clear formulas, data sources, owners, baselines and targets, set review cadence and weightage, and calibrate across teams to keep ratings fair; KPIs are SMART, de-duplicated, and embedded into the appraisal cycle and dashboards so managers can coach in real time.
We develop salary schemes based on market research, job evaluations, and organizational capabilities to ensure fairness and competitiveness. This includes building grade/band structures with midpoints and ranges, compa-ratio rules, hiring and promotion guidelines, allowances/variable pay parameters, governance for exceptions, and affordability scenarios—while checking internal equity and compliance (e.g., Minimum Wages, overtime rules) and aligning to the annual budget cycle.
We consider factors such as market trends, job responsibilities, employee performance, and organizational budget when designing compensation packages. We balance fixed vs. variable mix, benefits and allowances (e.g., shift, travel), scarcity premiums and location adjustments, and tax/EPF-PERKESO-EIS implications; packages are cost-modelled, performance-differentiated, and documented with clear policies so they are competitive, defensible, and easy to administer.
We plan and execute strategies to integrate new employees smoothly, maintaining productivity and morale during transitions. Our approach maps roles and grades, harmonises terms and policies with bridging rules, executes Day-1/Day-90 plans (onboarding, payroll/data migration, systems access), runs change communications and stakeholder clinics, and monitors risks (attrition, pay compression) to protect operations and fairness.
Our services include managing resignations, retirements, and terminations with compliance and sensitivity, ensuring smooth transitions for all parties. We manage notices and documentation, calculate final pay (unused leave/OT/benefits), coordinate asset returns and access revocation, capture knowledge transfer, complete required statutory/tax notifications where applicable, conduct exit interviews, and—if needed—provide outplacement while maintaining accurate records for audit/IR purposes.
We guide organizations through fair and legal procedures to address employee misconduct, ensuring due process and compliance with regulations. This covers show-cause preparation, suspension (where appropriate), charge framing, impartial panel composition, hearing notices and conduct, evidence and witness handling, minute-taking, findings and mitigation, proportional disciplinary outcomes, appeal pathways, and document retention—plus practical training for the chair, presenting officer, and secretary.
Yes, we provide training programs to enhance the skills and knowledge of internal HR teams, tailored to the organization's specific needs. We design role-relevant modules (IR/disciplinary & DI, C&B and job grading, HR analytics, interviewing & assessments, policy/SOP administration, change management), deliver via workshops, labs and coached on-the-job projects, supply toolkits/templates, and measure transfer with pre/post checks, 30/60/90-day application and manager feedback.
The duration varies depending on the project's scope and complexity. After an initial consultation, we provide a tailored timeline to meet your specific needs. As a guide: light diagnostics run 2–4 weeks; policy/structure projects 6–12 weeks; broader transformations 3–9 months; M&A/absorption work 3–6 months, with clear milestones, stakeholder signoffs and a weekly/fortnightly cadence to keep momentum.
Our consultants engage in continuous professional development, attend industry conferences, and participate in relevant training to stay abreast of emerging HR trends and best practices. We also maintain a Malaysian regulatory watch, benchmark across sectors, run pilots to validate what works in practice, and codify proven methods into internal playbooks and templates.
Yes, we have experience in international HR practices and can provide guidance on compliance with global employment laws and regulations. Support includes multi-country policies, contracts and handbooks, coordination with local counsel, cross-border payroll/benefits and social security considerations, immigration/expatriate policy alignment, data privacy/governance for employee records, and an operating model that balances global standards with local legal requirements.
We serve a diverse range of industries, including manufacturing, healthcare, technology, finance, and more, tailoring our services to each sector's unique challenges. We also support public sector/GLCs, education, and services—adapting to shift-based operations, unionised settings, project environments, and high-compliance workplaces—so policies, pay structures, and HR tech fit how your business actually runs.
We adhere to strict data protection policies and comply with relevant privacy laws to ensure all client information remains confidential and secure. Controls include PDPA-aligned governance, NDAs, least-privilege access, encrypted storage and transfer, audit trails, role-based permissions, secure assessment handling, and clear data retention/deletion schedules, with optional Data Processing Agreements when needed.
Yes, we offer interim HR management to support your organization during transitions, such as leadership changes or restructuring. Typical roles include interim HRBP, recruiter/talent acquisition lead, C&B specialist, or HR project manager, operating on defined KPIs and SLAs with weekly reporting, stabilisation of day-to-day HR, and a structured handover that upskills your internal team.
Yes, we provide outplacement support to assist employees in transitioning to new career opportunities, offering services like resume building and interview coaching. We add job-search strategy, LinkedIn optimisation, networking tactics, and small-group workshops where appropriate—delivered sensitively to protect employer brand—plus simple metrics on utilisation and placement outcomes.
We establish clear metrics and KPIs at the project's outset and conduct regular evaluations to assess progress and outcomes. Typical measures include time-to-hire and quality-of-hire, turnover and regretted loss, pay-equity indices, engagement and compliance findings, and productivity proxies; we baseline, set targets, review monthly/quarterly, and report before-and-after deltas on a concise dashboard.
Yes, we design and administer employee engagement surveys to gather insights and develop strategies for enhancing workplace satisfaction. Surveys are anonymous with segmentation, heat maps, and verbatim analysis; outputs include priority themes, action plans with owners and timelines, and follow-up pulse checks (e.g., 60–90 days) to confirm impact.
Yes, our team includes multilingual consultants to effectively communicate and deliver services across diverse linguistic backgrounds. We commonly deliver in English and Bahasa Malaysia with bilingual documents; Mandarin support is available for selected scopes, with translation QA to keep terminology consistent across policies, training, and tools.
We provide comprehensive change management strategies, including communication plans, training programs, and stakeholder engagement to facilitate smooth transitions. We start with stakeholder and impact mapping, craft a clear case-for-change, and establish a change network with sponsors and champions. Communications run on a set cadence with targeted messages and feedback loops; training covers leaders, managers, and frontline with job aids and micro-learning. We track adoption and risk on a dashboard, reinforce with recognition and policy/process updates, and run post-go-live reviews to lock in behaviours.
Yes, we help organizations create and implement effective diversity and inclusion programs to foster a more equitable workplace. We begin with a baseline diagnostic (workforce data, pay equity, progression rates), review policies and processes for bias, and embed inclusive practices in hiring, performance, and promotions. Enablement includes leader and manager training, Employee Resource Group (ERG) setup guidelines, and safe-reporting channels. Progress is monitored through a simple metrics pack (representation, hiring/promotion mix, sentiment) tied to accountable owners.
We offer mediation services and conflict resolution training to address and resolve workplace disputes amicably. Our approach emphasises early intervention, clear grievance pathways, and impartial fact-finding aligned with Malaysian IR requirements. Managers receive coaching and templates for difficult conversations; parties get ground rules, confidentiality assurances, and structured mediation steps. After resolution, we document agreements, monitor follow-through, and address any systemic issues (workload, role clarity, policy gaps) that contributed to the conflict.
Yes, we assist in selecting and implementing HR technology solutions to streamline processes and improve efficiency. We clarify requirements, map current HR processes, run vendor-neutral evaluations/RFPs, and plan phased rollouts covering configuration, data migration, integrations (payroll/leave/attendance/performance), UAT, and go-live. We also set governance (roles, SLAs, change control), PDPA-aligned data privacy and role-based access, train HR and line managers, and track adoption with dashboards so the tech actually reduces workload and errors.
We conduct thorough assessments and utilize behavioral interviewing techniques and FIKR assessment to ensure candidates align with your organization's culture and values. This includes defining the culture markers to assess, using structured interview guides and scorecards, adding work simulations or job samples where relevant, calibrating panels to reduce bias, validating with reference checks, and supporting probation with 30/60/90-day goals and feedback loops to confirm the fit sticks beyond offer stage.
Yes, we design and implement wellness programs aimed at improving employee health, well-being, and productivity. We begin with a needs analysis, then build practical pillars (mental, physical, financial, social), align policies (workload, flexibility, ergonomics), and deploy a mix of Employee Assistance Program access, workshops, micro-learning and manager toolkits. We set participation and impact metrics (utilisation, sick leave trends, productivity proxies) and run light communications that normalise help-seeking and healthy routines
We have extensive experience in managing labor relations, including negotiations, dispute resolution, and fostering collaborative relationships with unions. Our work covers collective bargaining preparation and costing, interpretation of agreements, grievance handling protocols, documentation standards, and joint consultative mechanisms that surface issues early. We coach supervisors on compliant conversations under the Industrial Relations framework and design escalation pathways that de-escalate conflict while protecting operational continuity
Yes, we provide customized leadership development programs to enhance the skills and effectiveness of current and future leaders. Programs are built on a role-relevant competency model and blend workshops, simulations, coaching/mentoring, and on-the-job projects with clear success metrics. We tier content for emerging, mid-level, and senior leaders, embed feedback and reflection rhythms, and link outcomes to business KPIs to ensure real-world transfer.
We utilize a strategic approach to talent acquisition, including market analysis, employer branding, and targeted recruitment strategies to attract top talent. We connect workforce plans to sourcing channels, craft role-specific briefs and value propositions, standardise assessment and behavioural interviewing, and optimise ATS workflows for speed and candidate experience. We set and monitor hiring KPIs, enabling data-driven tweaks that raise hiring quality while reducing cycle time and rework.
Yes, we offer comprehensive expatriate management services, including relocation support, cultural training, and compliance with international employment laws. We also design pre-assignment policies (allowances and tax equalisation), manage visa/work-permit timelines, coordinate housing, schooling and movers, provide 30/60/90-day assimilation plans, set up host/home payroll and statutory registrations, track permit renewals with compliance alerts, conduct wellbeing check-ins, and plan repatriation or localisation with structured knowledge transfer.
We perform thorough HR audits to assess compliance, identify areas for improvement, and provide actionable recommendations for enhancing HR practices. The review covers contracts and letters, time and attendance, leave, payroll interfaces, EPF/PERKESO/EIS and minimum wage/OT, IR and disciplinary/DI files, PDPA/data handling, safety touchpoints, recruitment records, grading and C&B, performance and training logs, and HRIS controls; methods include document sampling, stakeholder interviews and process walk-throughs, culminating in a risk heatmap with legal references, a 30/60/90-day action plan with owners, ready-to-use templates, and a follow-up review schedule.
We offer strategies and tools to effectively manage remote teams, including communication protocols, performance monitoring, and employee engagement techniques, and we formalise these through a remote-work policy, clear collaboration norms and meeting rhythms, output-based KPIs with regular check-ins, and governance for time-tracking and overtime.
Yes, we design and implement mentorship programs to support employee development, knowledge transfer, and career progression, setting a programme charter with success metrics, matching mentors and mentees by skills and goals, defining roles, etiquette and confidentiality, running a 6–9-month cadence with monthly sessions and goal sheets, supplying playbooks for both sides, enabling reverse/group/peer formats where useful, and closing with reviews that evidence goal attainment, internal mobility, retention and engagement improvements.