Learning & Organisation Development Executive

Company Description

SGS is the world’s leading inspection, verification, testing and certification company. SGS is recognized as the global benchmark for quality and integrity. With more than 95,000 employees, SGS operates a network of over 2,400 offices and laboratories around the world.

Job Description

PRIMARY RESPONSIBILITES

• Support the Learning & Organisation Development Manager in implementing HR, learning and employee engagement initiatives that align with business needs and corporate objectives.

• Coordinate and execute day-to-day Learning & Development activities, including training needs analysis, annual training plan tracking, programme administration, vendor coordination and training records management.

• Support organisation development initiatives by preparing data, communication materials, engagement activities and follow-up actions for business units and employees.

• Assist in talent development processes, including training nomination, development plan tracking, succession planning support and programme evaluation.

• Maintain accurate L&D, HRDC/HRDF and employee engagement reports to support management decision-making and continuous improvement.

• Act as a reliable HR partner to internal stakeholders by providing timely support, clear communication and effective coordination for assigned HR projects. Responsible for planning, executing and managing the day-to-day employee engagement initiatives and activities to drive organisation development plan.

• Focus of the Specialist:

  • HR Strategy : collaborate with the leadership team on formulating people strategy and initiatives that are aligned with the corporate objectives and based on priority.
  • Organisation Development : analyse the organizational capabilities and work with leaders to review and develop the right organizational structure and ways of working for the business.
  • Employee Engagement : positively impact employees by cultivating a highly integrity culture and performance-driven working ethics, to achieve the employees’ satisfaction and healthy corporate / environment culture.
  • Talent Development : support talent review process and review with leaders to create individual development and succession plans to improve the human capabilities.

SPECIFIC RESPONSIBILITES

• Coordinate the implementation of learning programmes, workshops, coaching sessions and engagement initiatives across business units and locations.

• Assist in preparing the annual learning plan, training calendar, budget monitoring and training effectiveness evaluation.

• Administer HRDC/HRDF claim-related documentation, including training provider details, course information, attendance evidence and supporting documents in line with internal requirements.

• Monitor training participation, completion status and learning records, and prepare periodic reports for management review.

• Support employee engagement initiatives, including onboarding, survey communication, event, participation tracking, feedback session preparation and follow-up action monitoring.

• Prepare communication materials, announcements, presentation decks, reports and dashboards related to learning, talent development and organisation development activities.

• Liaise with internal stakeholders, external training providers, professional bodies and relevant parties to ensure smooth programme delivery.

• Support talent review, development planning and leadership development initiatives by compiling data, scheduling sessions and tracking agreed actions.

• Assist in reviewing and improving L&D processes, documentation standards and digital reporting practices to enhance efficiency and governance.

• Maintain proper filing, documentation and audit readiness for training records, HRDC/HRDF claims and related HR initiatives.

• Promote compliance with HR policies, internal procedures and relevant statutory requirements in all assigned activities.

• Adhere to SGS Health, Safety and Environment (HSE) Policy by upholding good safety behaviour and following necessary standards and processes while carrying out responsibilities.

• Perform any other responsibilities as assigned by the reporting manager and/or Senior Management.

• Support the Learning & Organisation Development Manager in implementing HR, learning and employee engagement initiatives that align with business needs and corporate objectives.

• Coordinate and execute day-to-day Learning & Development activities, including training needs analysis, annual training plan tracking, programme administration, vendor coordination and training records management.

• Support organisation development initiatives by preparing data, communication materials, engagement activities and follow-up actions for business units and employees.

• Assist in talent development processes, including training nomination, development plan tracking, succession planning support and programme evaluation.

• Maintain accurate L&D, HRDC/HRDF and employee engagement reports to support management decision-making and continuous improvement.

• Act as a reliable HR partner to internal stakeholders by providing timely support, clear communication and effective coordination for assigned HR projects. Responsible for planning, executing and managing the day-to-day employee engagement initiatives and activities to drive organisation development plan.

• Focus of the Specialist:

  • HR Strategy : collaborate with the leadership team on formulating people strategy and initiatives that are aligned with the corporate objectives and based on priority.
  • Organisation Development : analyse the organizational capabilities and work with leaders to review and develop the right organizational structure and ways of working for the business.
  • Employee Engagement : positively impact employees by cultivating a highly integrity culture and performance-driven working ethics, to achieve the employees’ satisfaction and healthy corporate / environment culture.
  • Talent Development : support talent review process and review with leaders to create individual development and succession plans to improve the human capabilities.

Qualifications

• Degree in Human Resources, Business Administration, Psychology, Education, Economics or equivalent.

• Minimum 3 to 5 years of working experience in Learning & Development, Organisation Development, HR generalist, talent development or employee engagement role.

• Good exposure to training coordination, HRDC/HRDF administration, employee engagement activities and HR reporting.

• Experience working with multiple stakeholders and coordinating programmes across different business units or locations is an advantage.

• Proficient in Microsoft Office applications, particularly Excel, PowerPoint and Word. Exposure to HRIS, Power BI or dashboard reporting is an added advantage. Knowledge in competency-based hiring or use of psychometrics profiling is an added advantage.

• Applicants must based in Shah Alam, Selangor and willing to travel nationwide occasionally.

• Key criteria to success:

  • Timely and accurate coordination of learning programmes, reports and documentation.
  • High stakeholder satisfaction through responsive and professional HR support.
  • Compliance with internal requirements, HRDC/HRDF documentation and audit readiness.

• Key relationship:

  • Learning & Organisation Development Manager
  • Country HR Director and HR team
  • Business Unit Heads and Managers
  • Employees, training providers and external partners

Additional Information

General Principles:

• Good command of English & Bahasa Malaysia both written and communication.

• Strategic thinker with strong critical thinking and problem solving skill.

• Strong coordination, planning and follow-up skills with attention to detail.

• Good communication and stakeholder management skills.

• Analytical mindset with ability to prepare reports, monitor progress and identify improvement opportunities.

• Good team spirit with ability to work independently and meet deadlines.

• High level of integrity, confidentiality and professionalism in handling HR-related information.

• Proactive, adaptable and willing to learn new systems, practices and digital tools.

Leadership Competencies:

• EMBRACES CHANGE – Anticipates the need for change. Seeks out new and improved ways of doing things. Overcomes the barriers to change. Implements change in a timely and effective manner. Champions the importance of change.

• TRANSLATES STRATEGY INTO ACTIONS – Effectively communicates strategy and action plans to others. Agrees on SMART targets/KPIs/objectives that are linked to the strategy. Reviews progress against the defined objectives.

• COLLABORATES EFFECTIVELY – Goes beyond ‘borders’ to connect with others. Shares information and resources across countries / businesses / teams. Leverages diversity to work efficiently. Seeks out and replicates better practices. Overcomes barriers that inhibit interaction.

• DELIVERS SUPERIOR RESULTS – Sets higher standards of performance. Fosters a sense of urgency to exceed tar-gets. Works to exceed customers’ expectations. Strives for operational excellence. Delivers short-term wins that build on long-term goal.