NUR SYAZWANI SELAMAT

Plays the role of the Employee and Industrial Relations champion covering 3,000+ employees on-site and soon to cover the site expansion mainly on the following activities:

• Responsible for reviewing and updating internal policies and Employee Handbook according to the Employment Act (2022) Amendment.
• To liaise and represent the Company to the Jabatan Tenaga Kerja and Jabatan Perhubungan Perindustrian for industrial relation cases.
• Successfully closed 3 claims at the Jabatan Tenaga Kerja amicably.
• Planning, developing, and implementing human resources activities/services in accordance with Company’s policies, objectives, and goals; serving as an advisor to management on matters relating to employees.
• Domestic Inquiry Champion: Building up the end-to-end process for Domestic Inquiry, starting from building up the DI Panels pool, creating the standard templates for DI, and streamlining the decision-making process for punishment and documentation.
• RBA Champion for Labor Relation. Responsible as RBA's internal auditor.
• Providing technical guidance and expertise to management regarding policies, procedures, and employee relations problems.
• Assisting in the administration of Company policies and procedures, including the disciplinary action program. Maintaining disciplinary action database.
• Building up managerial capabilities, especially in managing performance and progressive disciplinary management.
• Ensuring legal and policy compliance for all issues pertaining to employee and industrial relations.
• Providing timely communication to stakeholders regarding new initiatives and policies, including relevant regulatory updates. Working closely with managers and supervisors to monitor and communicate all phases of employment-related issues, contractual interpretations, employee relations issues, and past practices.
• Providing Level 2 support to HRBPs and managers regarding employee and human resources matters, especially for cases that lead to termination.
• Managing the development, interpretation, and application of company policies and procedures, employee relations, contract administration, grievance handling, counseling, and discipline.
• Managing one (1) headcount focusing on HR data analytics activities.

Plays the role of the Employee and Industrial Relations champion covering 3,000+ employees on-site and soon to cover the site expansion mainly on the following activities:

• Planning, developing, and implementing human resources activities/services in accordance with Company’s policies, objectives, and goals; serving as an advisor to management on matters relating to employees.
• To liaise and represent the Company to the Jabatan Tenaga Kerja and Jabatan Perhubungan Perindustrian for any industrial relation cases.
• Assisting with the implementation of corporate and local policies and procedures.
• Providing technical guidance and expertise to management regarding policies, procedures, and problems affecting employee relations.
• Assisting in the administration of Company policies and procedures, including the disciplinary action program. Maintaining disciplinary action database.
• Building up the managerial capabilities especially in managing performance and progressive disciplinary management.
• Ensuring legal and policy compliance for all issues pertaining to employee and industrial relations.
• Providing timely communication to stakeholders regarding new initiatives and policies, including relevant regulatory updates. Working closely with managers and supervisors to monitor and communicate all phases of employment-related issues, contractual interpretations, employee relations issues, and past practices.
• Providing direction and assistance to HRBPs regarding employee and human resources matters.
• Managing the development, interpretation, and application of company policies, and procedures, employee relations, contract administration, grievance handling, counseling, and discipline.
• Domestic Inquiry Champion: Building up the end-to-end process for Domestic Inquiry starting from building up the DI Panels pool, creating the standard templates for DI, and streamlining the decision-making process for punishment and documentation.
• Created semi-automated ER Case Tracking System with live dashboard for easy analysis and action planning.

• Emerging Asia Market)
• Providing HR support to employees and leaders in Malaysia & Emerging Asia Market mainly on the followings:
• ER Case Management: Playing a role as the case investigator and works closely with the relevant stakeholders, i.e., Ethics, Security, IT, Forensic and Legal team for ER-related cases
• Consequences Management: Responsible from End-to-End as Prosecuting Officer; starting from drafting Show Cause Notice until the final disciplinary decision
• Process Enhancement: Playing a role as the Project Lead for accelerating the exit process for the non-performing employees and working closely with the relevant stakeholders on improving the Domestic Inquiry process and HR-related policies
• HR Generalist: Support non-ER-related and HR Generic queries from managers and employees regarding policies, HR programs, and performance management.

• R
• Legal
• Providing end-to-end HR support from hiring, developing, retaining, and exiting employees from the company
• The main focus will be as belo
• Employee Relation: Setting up the proper standard for the HR Guideline/Policy by reviewing and updating the current policy and creating new procedures as needed
• I am responsible for ensuring 100% compliance with the Labor Law requirement
• I am setting up the SOP for the internal investigation process, Domestic Inquiry, retrenchment, and medical board out process
• ER Case Management: Playing a role as the ER Case Management SME for the entire site, including the Domestic Inquiry activities, starting from scoping the case, conducting investigative interviews, serving the show cause letters, and providing the HR director's recommendation on the proposed disciplinary action as the outcome
• Retrenchment: Enhancing the process for retrenchment activities by adding a structured risk assessment process before conducting any retrenchment activities
• Industrial Relation: Becoming the Point of Contact with the external counselor for any IR Related issues and representing the company for Conciliation and partnering with the external counselor for a litigation case
• Process/System Enhancement: Working closely with the relevant team for the HR process/system enhancement activities (i.e., Leave records system).

• Employee Engagement & Organizational Development
• Supported three organizations with a distinct environment – highly matrix organization, merging organization, and newly formed organization
• Partner with the Senior Leaders and managers to develop business initiatives, foster employee engagement, and standing up for the organization
• Leadership Development: Using the 9-box to do a bench-strength analysis of the leaders in the organization, Succession Planning, identifying the Key Players and Hi-Po, and build up the Leaders Development Plan
• Standing up the Organization: Coached the business leaders to go through standing up the organization using the Architecting the Organization (ATO) and STAR Model
• Diverse New Hire Integration program: Conducted the new hire integration program inclusive of Welcoming to the Organization, Connecting the leaders, and Networking programs across all grade levels
• Transition Change Management: Partner with the business leaders to mitigate the employees' impact before and after the organization goes through a merger
• Helped to facilitate the redesign of the new culture for the organization
• Organizational Sensing: Introduced the new method of doing Meet People Session (MPS) by combining the qualitative, quantitative, and facilitation techniques that improved the participation rate from 20-30% to 100%
• Retention: Partnering with the Compensation & Benefits department does the pay analysis, getting the Business Leaders' buy-in to increase employees' salary between 5% to 17%
• Helped to facilitate communication with the managers
• Employee Value Proposition: Drove the EVP Survey and Analysis to identify the employee's values to reduce the retention threat and boost engagement level
• HRIS
• Technology: Played an active role as Malaysia Business HR representative in the GAR Transition Change Management (TCM) team when Intel upgraded the HRIS platform from Oracle to Workday
• Also, play a role as Data Champion Lead for GAR countries
• ER Case Management Improvement: Drove transition from the IT-based ER Case Management system to an HR-based system
• Instantly improved the user experience in terms of easiness to create the ticket until auto-generated report.

• Partner with the Business Leaders in developing the mitigation plan after Intel Corporate's cost-cutting direction
• Manager Coaching: Helped prepare the managers for delivering the news to the impacted employees under People Movement action
• Employee Relations: Conducted a few Meet People Sessions (MPS) series to understand their concerns post a mass People Movement Actions and restore the trust level to the organization
• Open Door Investigation: Conducted many workplace investigations on disciplinary-related cases, partnered with the managers on performance-based issues, and influenced the Department Managers with findings and proposed recommendations
• Retention: Introduced a Differentiated Recognition program as a supplementary retention activity
• Enable business continuity by retaining 10 Key Players in the organization
• ER Case Management Improvement: Participated in the ER Case Management Standardization effort between GAM and GAR as the GAR Lead to look into the Main and Sub-category
• Drove the training and certification to the new users and performed data audits
• I transitioned the ER database from using Microsoft Excel to IT-Based case management
• HR Process Improvement: Introduced the Investigation DTP for Business HR Partner as part of the Green Belt certification
• Total savings of $ 83.68K for 2016.

• Employee Engagement
• Focusing on the organizational sensing, including and not limited to ER Data Analysis, Employee Pulsing, Meet People Sessions, and Strategic Employee Relation (SER) approached, reduced the Union threat.