Ahmad Khalil Che Ab Aziz

Company Overview:

Export-Import Bank of Malaysia Berhad (EXIM Bank) is a government-owned Development Financial Institution (DFI) under the purview of the Ministry of Finance. Established to support Malaysia’s international trade and cross-border investments, EXIM Bank provides banking and credit facilities, insurance, and advisory services to promote the competitiveness of Malaysian businesses globally, particularly in emerging and underserved markets.

Key Responsibilities:

• Lead and manage the Human Resource Services (HR Services) function, overseeing payroll, benefits, HR operations, and end-to-end employee lifecycle processes to ensure accuracy, compliance, and operational excellence.

• Drive talent acquisition initiatives to attract and appoint high-calibre candidates within established turnaround times and budgets, while strengthening employer branding and talent pipelines.

• Spearhead remuneration benchmarking and market competitiveness analysis to uphold internal equity and support total rewards strategies.

• Design, implement, and enhance compensation structures, job grading frameworks, and employee rewards and recognition programs aligned with organisational goals and market best practices.

• Develop, update, and communicate HR policies and procedures to maintain legal compliance, improve HR governance, and support employee understanding.

• Serve as an advisor to the Board and management on HR policy, statutory regulations (e.g., EPF, SOCSO, personal tax), and employment law compliance.

• Oversee employee movement processes (confirmation, promotion, transfer, secondment, and resignation) while mitigating operational risks such as overpayments or delays.

• Ensure proper maintenance of employee records and strict adherence to data privacy and confidentiality requirements under relevant data protection laws.

• Manage the Bank’s Human Resource Management System (HRMS) to support operational efficiency and facilitate data-driven HR decision-making.

Key Achievements:

• Implemented structured remuneration reviews and benchmarking exercises to enhance the Bank’s total rewards positioning.

• Strengthened internal governance and policy compliance across the HR function, resulting in improved audit readiness and operational clarity.

• Enhanced employee experience and HR service delivery through process improvements, systems optimisation, and engagement-focused initiatives.

• Demonstrated strategic agility in aligning HR operations with organisational direction, supporting cultural transformation and workforce effectiveness.

• Consistently drafted, prepared, and presented high volumes of Board papers and presentation materials for the Board of Directors and Board Committees—including NRC, BAC, BTC, and BRC—in line with their respective Terms of Reference (TOR). Managed monthly submission cycles covering a wide array of HR-related matters

Company Overview:

Malaysia Aviation Group is the parent company of Malaysia Airlines and its subsidiaries including Firefly, MASwings, MASKargo, AeroDarat Services, MAB Academy, AMAL, and MAB Engineering Services (MABES).

Key Responsibilities:

• Directed strategic HR initiatives across MAG and its subsidiaries with a focus on Compensation & Benefits, Payroll, and Performance Management to support business objectives.

• Developed and implemented robust HR strategies to drive effective rewards programs and performance management frameworks, ensuring alignment with corporate goals.

• Oversaw end-to-end payroll operations and managed statutory processing, ensuring compliance with regulatory requirements across all entities.

• Led cross-functional collaboration to design and refine policies that optimized employee rewards, compensation structures, and overall performance outcomes.

• Provided expert guidance on market competitiveness, leveraging benchmarking studies and compensation reviews to maintain internal equity and external attractiveness.

• Managed stakeholder communications, including negotiating collective agreements and advising senior leadership on HR-related strategic decisions.

Key Achievements:

• International Station Compensation Review: Spearheaded a comprehensive review to standardize compensation practices, enhancing competitiveness and equity across international operations.

• Collective Agreement Review: Successfully negotiated and updated collective agreements to reflect contemporary industry standards and improve labor relations.

• Special Payout (Dec 2022): Led the design and execution of a strategic special payout, ensuring accurate and timely delivery to employees.

• First Performance Bonus Payout: Developed and implemented the inaugural performance bonus program, effectively linking employee performance with reward outcomes.

• Pilot Compensation Review: Conducted an in-depth review of pilot compensation structures, resulting in a revised remuneration strategy that aligned with market benchmarks.

• Promotion Remuneration Guide: Created a comprehensive remuneration guide for promotions, standardizing pay scales and supporting transparent career progression within the group.

Company Overview:

Biocon Sdn Bhd is the Malaysian subsidiary of Biocon Biologics Ltd, a global leader in biosimilars and innovative biologics. As part of Biocon Ltd, India’s largest and most trusted biopharmaceutical company, the Malaysian entity plays a key role in manufacturing and delivering high-quality, affordable biopharmaceutical products for global markets.

Key Responsibilities:

• Led the Compensation & Benefits function, developing strategic reward frameworks and overseeing salary structures, benefits programmes, and annual review cycles to ensure internal equity and external competitiveness.

• Managed end-to-end HR Operations, including payroll processing, employee lifecycle transactions, and HR records management, ensuring accuracy, compliance, and timely delivery.

• Oversaw and optimised HRIS platforms (SAP & SuccessFactors), implementing system enhancements to improve data integrity, process automation, and reporting capabilities.

• Reviewed and updated HR policies to ensure alignment with corporate governance, legal compliance, and global HR standards.

• Supported internal and external audits by ensuring readiness, policy documentation, and data accuracy for all compensation and HR operations-related matters.

• Acted in a dual capacity as HR Business Partner (HRBP), providing strategic advisory support to business units on workforce planning, employee relations, and organisational development.

Key Achievements:

• Successfully led a full-scale Compensation & Benefits Review, resulting in a refreshed total rewards structure that enhanced talent retention and addressed market competitiveness.

• Championed policy standardisation and review, aligning all HR policies with both Malaysian labour laws and Biocon Biologics’ global frameworks.

• Played a pivotal role in audit readiness and compliance, ensuring accurate documentation and timely closure of audit observations.

• Implemented key system enhancements in SAP and SuccessFactors, streamlining payroll processing, employee data management, and reporting workflows.

• Provided hands-on HRBP support for multiple departments, bridging strategic HR planning with day-to-day operational execution and employee engagement efforts.

Company Overview:

Petronas ICT Sdn Bhd, now operating as Petronas Digital Sdn Bhd, is the digital technology arm of PETRONAS, responsible for delivering secure, agile, and innovative digital solutions across the Group’s global operations. As a wholly owned subsidiary, the company plays a pivotal role in driving digital transformation through enterprise-wide technology enablement, process automation, and data-driven decision-making across PETRONAS’ integrated value chain.

Key Responsibilities:

• Spearheaded strategic HR initiatives in the areas of Total Rewards Management, Performance Management, and Manpower Planning, ensuring alignment with PETRONAS’ corporate vision, business strategy, and HR transformation roadmap.

• Designed and implemented compensation frameworks, benefits programmes, and performance appraisal mechanisms that fostered a high-performance culture and supported talent retention.

• Led organisational-wide manpower planning and budgeting, ensuring cost efficiency, workforce optimisation, and strategic workforce readiness.

• Administered and moderated the Human Resource Planning Committee (HRPC) for key people decisions, including performance rating calibrations, promotion/upgrading exercises, and compensation reviews.

• Oversaw the development, communication, and execution of policies related to promotion, performance improvement plans (PIP), and rewards governance.

• Acted as Digital Lab Lead in HR’s digital transformation initiative, driving automation, data integration, and digital adoption across the HR value chain.

Key Achievements:

• Successfully implemented a new Employee Performance Management framework, including revised guidelines for PIP and performance rating moderation, strengthening performance differentiation and fairness.

• Led the Total Rewards Strategy revamp, including workforce segmentation, benefits harmonisation, and the introduction of niche skill remuneration and leadership remuneration models.

• Delivered the Workforce Segmentation Project and operationalised a new grade and salary structure effective January 2016, supporting role clarity and market-aligned pay practices.

• Completed multiple Annual Compensation Review cycles (FY2016 & FY2017), including moderation and governance across reward and promotion exercises.

• Executed Promotion/Upgrading Exercises in January & July 2016 and 2017, ensuring structured implementation and transparent review processes.

• Developed and implemented a new approach for medical benefits and Group Term Life Assurance (GTLA), driving cost efficiency and employee wellbeing.

• Successfully facilitated manpower budgeting exercises for FY2017 and FY2018, ensuring strategic alignment with business growth and cost optimisation targets.

• Introduced the Compressed Work Week policy and Wellness at Work: Mission Fit initiative, enhancing work-life integration and employee engagement.

• Actively led Digital HR Transformation initiatives, including the deployment of HR digital solutions and automation through HR Digital Lab.

Key Responsibilities:

• Led the HR Services function, ensuring seamless delivery of operational and transactional HR processes including payroll, employee mobility, HRIS administration, and records management.

• Managed the end-to-end Compensation & Benefits (C&B) operations and the execution of annual increment and promotion cycles in line with PETRONAS policies and timelines.

• Oversaw employee lifecycle processes, including onboarding, confirmation, transfers, promotions, expatriate work permits, and exit management, ensuring full compliance with internal controls and statutory requirements.

• Maintained and enhanced the use of HRIS platforms, ensuring accurate data management, workflow optimisation, and effective reporting capabilities.

• Coordinated HR policy and SOP reviews, collaborating with relevant stakeholders to ensure up-to-date governance documentation and operational alignment with PETRONAS’ HR standards.

• Supported annual manpower planning and budget exercises to ensure resource optimisation and alignment with business strategies.

Key Achievements:

• Successfully executed the Annual Increment Exercise for FY2015, ensuring timely and accurate salary adjustments across the organisation.

• Completed the Promotion/Upgrading Exercise (July 2015 Cycle) with robust governance and process efficiency.

• Led the comprehensive review and revision of key HR policies and SOPs, including Employee Mobility, Exit Management, Employee Confirmation, and Work Permit processes.

• Delivered the Manpower Budget for 2016, aligning workforce planning with business growth objectives and cost efficiency targets.

• Strengthened HR operational efficiency and service delivery through streamlined processes, enhanced data accuracy, and improved employee experience.

Company Overview:

Prince Court Medical Centre (PCMC) is a leading private healthcare facility wholly owned by PETRONAS, committed to delivering world-class patient care and clinical excellence. As a premier medical institution, PCMC continuously evolves its people strategy and operational frameworks to meet the highest standards in healthcare services and employee experience. The HR function plays a critical role in enabling organisational transformation and strategic workforce optimisation. (Currently PCMC owned by IHH Healthcare)

Key Responsibilities:

• Led the strategic and operational delivery of Total Rewards Management, including salary reviews, performance-based rewards, and benefits programmes aligned with business objectives and talent strategies.

• Oversaw and enhanced the Performance Management Framework, integrating measurable KPIs and competency models to reinforce a high-performance culture.

• Directed Organisational Development and Job Management initiatives, including job evaluation, organisation structure design, and manpower planning to support hospital transformation and clinical excellence.

• Managed employee mobility processes and policies, ensuring alignment with career development pathways and operational requirements.

• Championed the implementation, integration, and optimisation of HR systems (SAP ECC 6.0) to support efficient data management, payroll, and HR analytics.

• Provided advisory support and led reviews of HR policies related to Total Rewards, Mobility, Organisation Design (OD), and Job Management, ensuring alignment with regulatory standards and internal governance.

Key Achievements:

• Appointed core member of the PCMC Turnaround Programme, contributing to key workstreams including Finance Business Process Reengineering (BPR) and HR System & Structure—successfully aligning HR operations with financial sustainability goals.

• Participated in the Nursing System & Structure Workstream, focusing on the development of career pathing frameworks and nursing competencies to support clinical excellence.

• Successfully coordinated the PCMC Organisational Management Restructuring, completed in July 2012 and February 2014, realigning workforce structure for operational efficiency.

• Led the Job Management & Reward Management Revision Project, completed in October 2012, resulting in standardised job grading, internal equity, and improved compensation governance.

• Focal person for the SAPPHIRE Project (SAP ECC 6.0 migration), managing end-to-end HR systems transition with go-live on 2 December 2012.

• Served as project team member of the Talent Optimisation Project (Feb–May 2014), supporting workforce analysis, talent mapping, and redeployment strategies.

• Led the Remuneration Survey with HEWITT, completed in January 2013, providing critical market insights for reward benchmarking and talent retention.

• Delivered the Annual Compensation Programme, including performance-based salary increments and bonus distribution, aligned with business and individual performance outcomes.

• Successfully reviewed and implemented multiple HR policies, enhancing transparency, compliance, and alignment with the organisation’s evolving needs.

Key Responsibilities:

• Acted as the performance and productivity lead, coordinating the development, implementation, and continuous improvement of HR frameworks and initiatives related to performance management, rewards, and talent development.

• Proposed and led solutions that aligned high-performance culture with organisational productivity, ensuring business outcomes were supported through robust HR practices.

• Managed and enhanced the Performance Management System (PMS) across the organisation, including both online and offline components, to drive consistent performance evaluation and accountability.

• Played a key role in HR systems implementation including SAP ECC 6.0 (SAPPHIRE project) and Time & Attendance System, ensuring seamless integration with performance and rewards processes.

• Supported the execution of annual compensation programs, remuneration surveys, and job evaluation initiatives to ensure internal equity and external competitiveness.

• Collaborated with cross-functional teams and business units to align performance and rewards initiatives with workforce capability and hospital-wide productivity targets.

Key Achievements:

• Appointed as the focal person for the SAPPHIRE Project (SAP ECC 6.0 implementation), ensuring successful deployment and HR system alignment with operational needs.

• Led the implementation of a Time & Attendance System, enhancing workforce scheduling accuracy and productivity tracking.

• Spearheaded the organisation-wide Job Evaluation Exercise completed in August 2011, resulting in a standardised role grading and improved compensation governance.

• Managed the rollout of the Performance Management System (PMS), enabling a structured and measurable approach to employee performance tracking.

• Successfully executed the Annual Compensation Programme, aligning reward outcomes with performance metrics.

• Completed a comprehensive Remuneration Survey, supporting the development of competitive salary structures and benefits offerings.

Key Responsibilities:

• Supported the planning and execution of HR Development policies, SOPs, and administrative functions, with a strong focus on Learning & Development, employee mobility, and staff sponsorship programmes.

• Managed the design and delivery of learning interventions including leadership development, personal effectiveness, and technical training to build organisational capability.

• Piloted and administered various L&D initiatives, including competency mapping and soft skills development for clinical and non-clinical staff.

• Coordinated and maintained training records and employee development documentation in compliance with audit requirements and internal policies.

• In parallel, carried forward responsibilities in Compensation & Benefits (C&B) as part of a dual portfolio, contributing to benchmarking, annual compensation cycles, and policy execution related to salary increments and performance bonuses.

Key Achievements:

• Successfully piloted the Online Performance System (OPS) to streamline performance tracking and enhance appraisal transparency across departments.

• Launched the Nursing Skills Matrix, mapping core competencies and technical capabilities to support career progression and clinical excellence within nursing functions.

• Coordinated key leadership development programmes, including Tomorrow’s Inspirational Leader Today (TILT) and STEPping-UP Tomorrow’s Leader Today (STEP-UP), fostering future leadership pipelines.

• Introduced and facilitated Covey’s 7 Habits of Highly Effective People as a personal effectiveness programme, improving individual productivity and workplace collaboration.

• Implemented customer service-focused programmes and in-house English language classes to enhance service delivery and communication standards.

• Supported and executed the Annual Compensation Programme, including performance bonus distribution and salary increment administration, in line with performance outcomes and internal pay policies.

• Contributed to C&B benchmarking exercises, ensuring competitive remuneration structures aligned with market standards and internal equity.

Key Responsibilities:

• Provided end-to-end support in the execution of HR Services policies, SOPs, and administrative functions, with a focus on Payroll, Compensation & Benefits (C&B), and Employee/Industrial Relations (ER/IR).

• Ensured the accurate and timely processing of payroll and benefits in compliance with statutory regulations and internal governance frameworks.

• Assisted in the implementation of employee benefits initiatives, performance-related rewards, and salary review exercises.

• Supported the resolution of employee queries and matters related to industrial relations, ensuring adherence to company policies and Malaysian labour laws.

• Collaborated with internal stakeholders to maintain data accuracy and documentation for HR audits, reporting, and policy enforcement.

Key Achievements:

• Developed and operationalised Staff Medical Benefits Standard Operating Procedures (SOPs), enhancing clarity, governance, and efficiency in benefit administration.

• Successfully implemented the Staff Retention Scheme, contributing to improved employee engagement and reduced attrition in critical service areas.

• Conducted and operationalised Internal Equity Analysis, supporting compensation-related decisions and reinforcing pay transparency and fairness.

• Executed the Annual Compensation Programme, including performance-based salary adjustments and bonus distribution, in alignment with organisational performance and reward policies.