Manager
Manager-PeopleExperience
Neural analysis suggests this role is
optimal for Mid+ candidates.
“Manager - People Experience at Manager. Skills: People Experience, HR Business Partner, talent management, succession planning, leadership advisory, organizational effectiveness, compliance, employee relations, high‑performance culture. shape and execute people strategies aligned to business and growth priorities. Lead core talent processes, including performance management, talent reviews, succession planning, and leadership development”
What You'll Achieve.
Commercial leaders actively seek out this HR Manager as a trusted thought partner; Talent decisions are credible, well‑calibrated, and respected across the organization; People initiatives are delivered with discipline, clarity, and impact; Smooth compliance and employee relation management
Industry & Context.
critical thinking; data‑driven counsel
What They're Looking For.
Must Have
HR Business Partner, talent management, succession planning, leadership advisory, build credibility quickly, structured way of working, planning and execution capabilities, integrity and ethical judgment, matrixed, regional, or complex organizational environments
Nice to Have
commercial transformations or go-to-market changes, regional / APAC environments, Coaching capability, developing leadership maturity, highly regulated or values-driven organizations
What You'll Do.
shape and execute people strategies aligned to business and growth priorities
Lead core talent processes
including performance management
and leadership development
Support organization design
and slating decisions
Champion Pfizer values and actionable attitudes
and an inclusive culture
Partner & educate the Managers/Supervisors in implementing apt compliance related to Employment legislations
Work closely with compliance/ER CEO and managers in closing disciplinary issues
Proactive intelligence to avoid business disruption
proactive grievance redressal and acting on separation feedback ensuring confidntiality
How You'll Work.
Team & Collaboration
Partner closely with Malaysia Commercial leaders; Serve as a trusted advisor, providing objective, data‑driven counsel on leadership, talent, and organization decisions; Influence senior stakeholders with credibility, clarity, and sound judgment; Partner & educate the Managers/Supervisors; Work closely with compliance/ER CEO and managers
Communication Scope
clarity; sound judgment
Process & Methodology
planning discipline, prioritization, follow‑through, strategic thinking, hands‑on execution, structured planning, disciplined execution
Full Job Description
**People Experience Manager – Malaysia Commercial Organization** **Location:** Malaysia **Business:** Commercial **Reports to:** Cluster People Experience Lead **Role Purpose** The People Experience Manager – Malaysia Commercial is a strategic business partner to the Commercial Leadership Team, responsible for translating business priorities into effective people strategies followed with effective execution. The role focuses on **building colleagues capability, talent readiness, organizational effectiveness, strong compliance, employee relations and a high‑performance culture** , while ensuring disciplined execution and strong governance. This is a highly visible role for a professional who combines **integrity, structure, and influence** —someone who earns trust quickly and delivers outcomes in a complex, matrixed environment. **Key Responsibilities** **Business Partnership** * Partner closely with Malaysia Commercial leaders to shape and execute people strategies aligned to business and growth priorities. * Serve as a trusted advisor, providing objective, data‑driven counsel on leadership, talent, and organization decisions. * Influence senior stakeholders with credibility, clarity, and sound judgment. * Ensure critical thinking, and discipline in compliance and ER management **Talent & Performance Management** * Lead core talent processes, including performance management, talent reviews, succession planning, and leadership development. * Drive high‑quality, rigorous, and candid talent discussions that result in clear actions and outcomes. * Support leaders to build strong, diverse pipelines for critical and leadership roles. **Organization Effectiveness & Change** * Support organization design, workforce planning, role clarity, and slating decisions, especially during periods of business or GTM change. * Ensure people data accuracy, governance, and readiness for internal and cluster reviews. * Contribute to change initiatives with structured planning and discipl
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