Mohd Ikzalhadim Mat Zin (Ikzal)

Partnered with Chief Technology Officer to identify human resources requirements for 300-person technology team.
Led creation of strategic people agenda prioritizing relationship building, talent development, and workforce strategy.
Strengthened operational support for Amway Global in 82 countries by implementing targeted initiatives.
Streamlined human resources functions by resolving transactional issues effectively.

Building Partnerships

Fostered collaborations with the Chief Technology Officer and regional leaders to work closely with employees to revise work-by-design, remote working guidelines, and that lead to return-to-office initiatives.

• Conducted biweekly HR updates with Chief Technology Officer to ensure alignment on strategic goals.
• Presented key HR updates and initiatives during monthly Technology Malaysia Senior Leadership Management Meetings.
• Engaged monthly with technology leaders to discuss skills trends, address challenges, and enhance team development.
• Organized quarterly town halls for technology employees, facilitating open dialogue and community building.

Achievement

• Achieved 2% improvement in employee culture survey related to engagement and HR support by September 2024.
• Increased participation in Employee Experience activities from 17% to 35%, reflecting employee enthusiasm.
• Established comprehensive Return to Office guidelines in June 2024, ensuring smooth transition and operational clarity.

Workforce Planning and Organizational Enhancement

Partnered with Global HR in two major reorganizations in the Technology Division to ensure strategic

alignment.

• Conducted a comprehensive reassessment of team capabilities to identify essential skills and core competencies required for optimal performance.
• Optimized workforce planning and talent development processes, significantly boosting team effectiveness and operational efficiency.
• Developed and implemented strategies to ensure the divisional workforce structure and skills align directly with the overarching organizational mission and strategic objectives.
• Collaborated proactively with line managers and the Global Technology team to forecast future skill requirements and address anticipated talent needs.

Achievement

• Inventoried and meticulously delineated topics and subtopics across five core Amway Technology Skills and Competencies streams.
• Developed a clear and actionable career pathing framework for technology roles, enhancing transparency, and guiding employee development.

Enhancing Employee Relations.

Advocated for and reiterated the employee relations policy and regulations through engagement and a series of refresher sessions.

• Championed and reinforced employee relations policies and regulations through targeted employee engagement and a series of refresher training sessions (including brown bags and E-learning) focused on ensuring awareness and adherence to labor laws, particularly concerning misconduct and disciplinary procedures.
• Conducted comprehensive exit interviews, analyzed feedback to identify attrition patterns, and examined HR practices against workplace laws, implementing necessary safeguards to enhance retention, and mitigate regulatory risks.
• Provided expert guidance and counsel to managers on navigating complex employee relations matters, including performance management, disciplinary processes, and adherence to employment regulations.

Achievement

Achieved a significant reduction in employee policy non-compliance and enhanced adherence to work ethics through proactive policy education and reinforcement initiatives.

Employee Experience

(Amway Malaysia Champion Role):

• Championed the Employee Experience (EX) strategy for Amway Malaysia, initiating the operational rollout, and leading the task force driving the execution of the 3-year EX strategic framework launched in 2023.
• Executed multifaceted EX initiatives focused on familiarizing employees with core principles, internalizing strategies, and capitalizing on opportunities to enhance the overall work environment.
• Developed comprehensive communication guidelines by reviewing all internal channels (email, meetings, newsletters) to standardize design and tone, ensuring clarity, engagement, and consistency with the Amway EX framework.
• Ensured EX pillars were strategically infused into company events, campaigns, and messaging to reinforce understanding, and embed the EX philosophy across the organization.
• Partnered cross-functionally to ensure seamless integration of EX initiatives across departments, fostering widespread adoption and impact.
• Established and evaluated performance metrics to track the success of EX programs, identify areas for improvement, and demonstrate value.
• Designed and delivered targeted communication plans, training, and workshops to boost employee awareness, involvement, and engagement with EX initiatives.
• Actively gathered and utilized employee feedback to continuously inform and refine the direction and effectiveness of EX programs.

At OCBC Bank Malaysia, I led transformative initiatives that significantly impacted workforce optimization and employee performance.

• Workforce Transformation Initiative (WTI): From 2019 to 2022, I led the implementation of the WTI, driving the creation of a high-performing workforce. My contributions included: developing and deploying analytical methodologies, applications, and tools.
  Providing strategic guidance to partners, business leaders, and C-suite executives on people planning and workforce rationalization.
  Managing collaborative projects involving HR business partners and business leaders, focused on critical role identification, competency assessment, and the development of action plans, and learning pathways.
  Analyzing workforce data and trends to recommend and implement structural optimizations.
• Performance Management: In 2020, I partnered with Group OD Singapore to co-design and implement a new performance management framework, system, and change management program. Key responsibilities included: managing the end-to-end performance management cycle, ensuring effective communication, employee engagement, and process adherence.
  Leading performance management improvement initiatives, such as focus groups, to enhance operational effectiveness and assess organizational impact.
  Delivering extensive training (112 sessions) to 4,600 employees on the new performance management framework.
  Conducting an organizational-level analysis of performance management.

Key Achievements

• Oversaw the completion of three WTI phases, utilizing a four-pronged approach to identify critical roles, and future-proof the workforce. This involved analyzing 700 jobs (3,000 employees) and creating a comprehensive upskilling/reskilling strategy.
• Delivered tangible results, including the augmentation of 37 roles and the reskilling/redeployment of 120 employees.
• Designed and created a framework, processes, and content for the Employee Assistance Program.

Collaborated with Head Branch Distribution and Premier Banking teams to execute strategic people agenda for 1,400 employees.

Partnered with line managers to configure and implement people policies that enhance engagement and drive business performance.

Facilitated development of a robust talent pipeline by guiding managers in identifying and nurturing talent at all levels.

Managed employee relations concerns to ensure prompt resolution in accordance with regulations and policies.

Oversaw annual performance and compensation reviews, ensuring financial discipline and effective message dissemination.

Coordinated with Business HR colleagues to align strategies across Engagement and Talent Management functions.

Conducted continuous review of business operating model to ensure alignment with strategy, utilizing data for effectiveness assessment.

Achievement

Developed a successful talent retention and engagement program for Branch Distribution at OCBC (2018 - 2021), contributing to a 10% decline in attrition rate within Sales Distribution

• Proactively identified and resolved misalignment issues to support operational efficiency.

• Strategically led the Organizational Development (OD) department at PETRONAS ICT, driving organizational effectiveness through design, job architecture, and evaluation frameworks.
• Directed job analysis and evaluation to ensure equitable and competitive grading and leveling for new and expanded roles, aligning with organizational values.
• Ensured optimal organizational structures and job counts through continuous monitoring and alignment with evolving business requirements.
• Drove strategic workforce planning, providing annual analyses to inform talent acquisition and development strategies.
• Conducted organizational vitality exercises for senior leadership, leveraging data on structure and ratios to optimize organizational health, and inform key talent decisions.
• Formulated and championed a comprehensive employee engagement strategy to cultivate a high-performing, committed workforce.
• Developed and executed a strategic communication plan to support engagement initiatives and foster open communication.
• Conceptualized and delivered impactful employee events to build engagement and facilitate meaningful dialogue.
• Partnered with senior leaders to embed employee engagement as a key driver of strategic business outcomes.
• Collaboratively designed, deployed, and analyzed employee engagement surveys, translating feedback into actionable improvement plans.
• Utilized focus groups to gain a deeper qualitative understanding of employee experiences, enriching quantitative survey data.

Achievement

• Successfully delivered a strategic job architecture for PICTl, a year-long initiative impacting 500 roles, and ensuring appropriate organizational structure and job leveling.
• Established the foundational Organizational Development framework for the PETRONAS ICT HR Transformation, defining critical processes and policies.
• Significantly increased employee engagement (7% improvement in the Aon Hewitt survey) through strategic programs like roadshows and sporting events.
  

I am tasked with offering high-level strategic and operational HR guidance, focusing on interpreting HR policies, employment legislation, recruitment strategies, talent management, workforce planning, employee retention, culture and engagement, grievances and dispute resolution, performance management, and various other HR services.

• Assess and anticipate related needs, provide ideas, and challenge management teams. Act as a catalyst for change and, through collaborative partnerships across the organization, deliver value-added services to management and employees that reflect the organization's business objectives.

• Work with cross-functional teams to identify division/location needs while balancing the overall purpose and requirements of the employee engagement strategy.

• Lead, coach & motivate business leaders in the development of building ownership and engagement at all levels of the business unit in identifying talent development needs, executing plans, and rolling out talent development and management initiatives

• Collaborate with Compensation and Benefits specialists in engaging the business units in developing, implementing, and evolving performance management and rewards, working to embed a strategic and integrated approach across the organization

• Key HR personnel in integration projects (merging and acquisition) with ING Takaful and Takaful single license. Accountable for reviewing and implementing the benefits harmonization and seeking Shariah Board buy-in on the new AIA Public Takaful structure.

• Ensure a robust talent pipeline to meet the business's future needs by having managers identify, develop, and appropriately stretch talent at every level.

• Play a key role in HR services such as designing work positions, hiring, reward, recognition, strategic pay, performance development and appraisal systems, career and succession planning, and employee development.

Achievement

Harmonize benefits, nomenclature, job sizing and talent programme during AIA & ING merger in 2012

A results-oriented HR professional with over 8 years of experience at Standard Chartered Bank (SCB), following a comprehensive Management Trainee program in Consumer Banking. Proven ability to develop and implement strategic people agendas, drive talent management initiatives, and foster a high-performance culture. Expertise in HR service delivery (including talent acquisition, compensation, and performance management), employee engagement, D&I, and CSR. Recognized for pioneering the HR Relationship model and contributing to significant achievements, including MiHRM awards for SCB, and a CEO Award for exceptional leadership in CSR.