About PayNet: Payments Network Malaysia (PayNet) is Malaysia’s premier payments network and central infrastructure for financial markets. We innovate, build and operate world-class payment systems and financial market infrastructure that safely, reliable and efficiently enable the functioning and development of Malaysia’s financial system as well as the economy as a whole.
About the People Division: Empowering the human core of PayNet. People division shapes experiences, pathways, and culture that enable PayNetters to grow with purpose, because powering Malaysia’s digital payments starts with empowering its people.
Summary of Responsibility: The HR Business Partner (HRBP) is a senior, trusted advisor to divisional leadership, possessing the experience and maturity required to independently drive people strategies and organizational change. This role demands a professional who can act autonomously, confidently leading initiatives and making high-impact decisions that align with business priorities. The HRBP works closely with executives and division heads to ensure strategies are not only aligned, but proactively advanced, supporting key areas such as organizational design, workforce planning, performance management, and talent decisions. By partnering with leaders, the HRBP provides clarity, accountability, and empathetic leadership, guiding teams through complex transformations with a steady hand.
Key Responsibilities
Strategic Partnering
- Serves as the senior HR expert, collaborating with divisional leaders to translate business goals into actionable people strategies and workforce plans.
- Independently shapes organization design and talent priorities to drive PayNet’s growth, bringing authority and mature insight to every initiative.
Emotional Intelligence
- Exemplifies mature judgment, listens deeply, understands context, and demonstrates empathy in complex, high-stakes situations.
- Balances empathy with decisiveness and maintains clear accountability, acting as a stabilizing force during times of change.
Performance Management
- Guides leaders in setting goals and managing performance fairly and consistently.
- Addresses under-performance and coaches through difficult conversations with professionalism and maturity.
- Handles exits with dignity and clarity, ensuring strong leadership presence throughout.
Change Management
- Leads structural changes and independently support new ways of working, managing transitions with transparency, care, and experienced oversight.
Commercial Acumen
- Understands cost structures, balances headcount with productivity, and justifies workforce changes based on strong business cases and ROI.
- Independently plans workforce needs for both short-term and long-term goals, providing strategic counsel to the division.
Talent Management
- Identifies key roles, develops internal talent pipelines, and advocates for diverse, inclusive hiring practices.
- Leads structured, unbiased interviews and coaches' leaders to assess talent for culture and growth mindset, bringing seasoned perspective to every hire.
Culture Advocacy
- Promotes a high-performance, collaborative culture, introducing progressive practices and acting as a mature, independent voice for employees.
- Ensures decisions reflect business integrity and organizational values.
HR Frameworks & Analytics
- Applies HR frameworks and uses data to inform decisions, championing digital tools for efficient and insight-driven work.
What will make you successful?
- Extensive HR Experience: Candidates should have at least 8-10 years of direct experience in HR generalist duties or serving as a Business Partner. This hands-on background is essential for understanding and addressing a wide range of people-related challenges.
- Business Acumen and Commercial Awareness: Demonstrated ability to provide strategic guidance on various people matters, including organization design, talent management, retention and acquisition, performance management, employee engagement, and culture building. A strong understanding of business operations ensures that HR strategies align with organizational goals.
- Effective Communication: Proven strong communication skills, enabling successful collaboration with multiple stakeholders at all levels throughout PayNet. The ability to convey ideas clearly and build consensus is vital in a dynamic, cross-functional environment.
- Leadership Development and Organizational Capability: A track record of developing leaders and enhancing organizational capability is required. Candidates should have experience in supporting and coaching leaders to foster growth and drive the overall effectiveness of the organization.
Advantage to have: Experience working in the fintech industry
- Experience working in fintech is highly valued, bringing relevant insight and understanding of regulatory requirements, technology-driven business models, and rapid change. This background enables the HRBP to contribute independently and strategically to PayNet’s growth and transformation.
