Natasya Muzhar

1. Developed and implemented talent acquisition strategies: Created tailored recruitment plans to meet organizational objectives. 2. Customized recruitment processes with hiring managers: Collaborated with hiring managers to align recruitment processes with specific team needs. 3. Managed the full recruitment cycle: Led the end-to-end recruitment process, from candidate sourcing to onboarding. 4. Organized Early Careers activities and initiatives and maintained partnerships with universities and recruitment agencies: Planned and executed programs to attract and engage entry-level talent and fostered strategic partnerships to ensure a pipeline of qualified candidates. 5. Utilized HRIS for tracking recruitment metrics and ensuring data accuracy: Monitored recruitment data and generated insightful reports to optimize hiring outcomes. 6. Enhanced employer branding: Strengthened employer reputation through targeted social media campaigns and recognition through industry awards. 7. Advised hiring managers on recruitment best practices: Provided expert guidance on effective hiring techniques and talent evaluation methods.

1. Strategic HR Partnering: Collaborate with senior leaders to align HR practices with the strategic goals of the business, including advising on workforce planning and retention strategies. 2. Employee Relations & Engagement: Act as the primary point of contact for employee concerns and provide guidance on employee relations issues to foster a positive work environment. Support engagement initiatives and measure employee satisfaction to drive improvements. 3. Performance Management: Drive performance management processes, supporting managers in goal setting, coaching, and performance evaluations to promote high performance across the organization. 4 .Change Management: Support and lead change initiatives, helping leaders and employees adapt to organizational changes effectively. This may include managing communication plans, training, and feedback sessions. 5. Stakeholder Management: Build and maintain strong relationships with stakeholders at various levels, including department heads and line managers, to understand their HR needs and provide tailored solutions. 6. Compliance & Risk Management: Ensure HR policies and practices comply with local labor laws and company policies. Address risk areas and conduct investigations if required. 7. Data & Analytics: Use HR data to provide insights on trends in areas like turnover, absenteeism, and performance. Help business leaders make informed decisions based on these analytics.

Dual role as People Lead and HRBP Additonal task: 1. Negotiated with union representatives and played a key role in preparing and managing HR budgets, ensuring alignment with organizational financial goals. Guided managers on compensation structures, promoting fair and competitive pay practices. 2. Managed employee relations and grievance processes, addressing issues proactively to maintain a positive work environment. 3. Introduced a structured employee development program at the Penang Plant, enhancing skill development and career growth opportunities.

As a Human Resource Plant Coordinator at Mondelez Malaysia, responsibilities include managing recruitment and onboarding, addressing employee relations and welfare, overseeing HR administration and payroll, and ensuring compliance with labor laws and safety regulations. The role involves coordinating training and development, supporting performance management, tracking HR metrics, and aligning HR strategies with plant operations.

*Assisted in mass recruitment, successfully hiring 100 employees in 2 months, and handled background and reference checks. *Processed business and ID cards, bank accounts, and medical checks to streamline hiring. *Managed employee files, uniform distribution, locker arrangements, and liaised with the Admin Department for quarterly inspections. *Addressed employee welfare concerns, organized office events, and conducted training and orientations for new hires.