Established in Malaysia in 1991, MFE, a company of Doka, has evolved into a global leader of high-quality, efficient, and cost-effective aluminium formwork systems today. Acquired by Doka in 2024, MFE is driven by continuous product innovations and an unwavering commitment to quality and customer service.
With a presence in India through its Mumbai office, MFE is strengthening its position in one of the world’s most dynamic construction markets. From supporting local housing developments to enabling large-scale urban transformation projects, MFE is shaping the future of construction in India.
Expanding beyond its initial success in residential projects, MFE has established itself as a one-stop shop for monolithic solutions. Providing end-to-end support, from bespoke formwork design, which utilises in-house 3D software, to experienced on-site technical assistance, MFE's state-of-the-art, eco-friendly manufacturing facility in Malaysia covers annual formwork production capacity exceeding 1.5 million m².
With a strong focus on on-site training and support, MFE further enables clients to achieve rapid construction cycles, solidifying its vision to be a world-class formwork enterprise dedicated to quality, customer satisfaction, and continuous innovation.
As a customer-focused organisation, MFE understands that its greatest assets are its employees, which is why it is consistently looking for talented professionals who are keen to develop their careers in this dynamic industry. Having grown continuously, based on the strength of its products and its agility to anticipate market demand, MFE is looking for skilled candidates to join their rapidly growing team.
WHAT IF you could shape the HR function of a growing business while creating meaningful employee experiences and enabling sustainable organizational growth?
MFE India is seeking a proactive, self-driven and hands-on HR professional to take ownership of the day-to-day HR function and support the growth of its business in India.
Reporting directly to the Head of HR, this role will be responsible for managing the complete HR function at the operational level, establishing robust and scalable HR processes, and partnering with business leaders to address current and future people requirements.
As the business enters its next phase of growth and expansion, this role will play an important part in building a robust and scalable HR infrastructure, strengthening people practices, driving employee engagement and ensuring effective HR delivery to support the organization's evolving needs.
We are looking for someone who has experience supporting business growth, can independently establish and implement HR processes, takes ownership of deliverables, and can balance strategic thinking with hands-on operational execution.
What You'll Be Doing
1. Recruitment & Talent Acquisition
- Drive end-to-end recruitment activities in collaboration with business leaders and hiring managers, ensuring timely fulfilment of manpower requirements.
- Develop and strengthen recruitment processes to support business expansion and evolving workforce requirements.
- Partner with stakeholders on workforce planning, manpower budgeting, hiring priorities and recruitment strategies.
- Explore and support campus recruitment initiatives, university partnerships and graduate hiring programmes to build a sustainable talent pipeline.
- Ensure effective onboarding and integration of new employees.
- Identify opportunities to improve recruitment efficiency, candidate experience and hiring processes.
2. HR Operations & Employee Lifecycle
- Own and manage day-to-day HR operations and the complete employee lifecycle, including onboarding, confirmations, employee movements, transfers and offboarding.
- Establish, implement and continuously improve HR policies, processes, procedures and documentation to support business growth.
- Coordinate payroll activities, ensuring timely and accurate payroll inputs, employee data and resolution of payroll-related queries.
- Maintain accurate employee records, HR documentation and personnel files.
- Ensure consistent and effective implementation of HR processes across the organization.
3. Performance Management & Employee Relations
- Drive the performance management cycle, including goal setting, performance reviews, feedback and performance improvement initiatives.
- Support managers in addressing performance-related matters and developing effective people management practices.
- Take ownership of employee relations matters, including grievance handling, disciplinary processes, conflict resolution and employee concerns.
- Provide guidance to managers on employee-related matters, ensuring consistency, fairness and adherence to company policies.
- Promote a culture of accountability, engagement and continuous improvement.
4. Employee Engagement & Culture
- Act as the primary HR contact for employees across MFE India.
- Drive employee engagement initiatives and foster a positive and inclusive workplace culture.
- Support employee communication, wellbeing, recognition and team-building activities.
- Proactively identify employee concerns and facilitate timely and effective resolution.
- Champion Doka’s values, leadership culture, Code of Conduct, and a respectful, inclusive working environment.
5. Stakeholder Management & Business Partnering
- Act as a business partner and trusted advisor to business leaders and functional managers on all HR-related topics.
- Understand business requirements and translate them into effective HR initiatives and solutions.
- Provide guidance on HR policies, people practices, employee-related matters and organizational development.
- Build strong working relationships with stakeholders at all organizational levels.
- Collaborate with the Head of HR and the wider HR team to ensure alignment with regional and group HR standards.
- Champion Doka's values, leadership culture and Code of Conduct, ensuring compliance with applicable local laws and regulations.
- Support change management initiatives, facilitate stakeholder buy-in and ensure effective implementation of people-related changes.
6. HR Systems & Digitalization
- Support HR digitalization initiatives and process improvement projects.
- Drive the effective implementation, utilization and adoption of HR systems and related technologies, including SAP, where applicable.
- Ensure accuracy and integrity of HR data and reporting.
- Identify opportunities to streamline, standardize and automate HR processes.
7. Statutory Compliance & Reporting
- Ensure compliance with applicable labour laws, statutory requirements and company policies.
- Coordinate statutory compliance activities and ensure timely completion of related obligations in collaboration with relevant stakeholders.
- Prepare and maintain HR dashboards, metrics and management reports to support business decision-making.
- Coordinate internal and external HR audits and ensure timely closure of observations.
- Monitor changes in applicable labour legislation and support implementation of necessary changes in HR policies and practices.
What We're Looking For
Education
- Bachelor's degree in Human Resources, Business Administration or a related field.
- Postgraduate qualification in HR is preferred.
Experience
- 6–8 years of progressive HR experience in a generalist role.
- Demonstrated experience independently managing day-to-day HR operations for a site, business unit or organization.
- Experience supporting business growth, organizational expansion or a significant increase in workforce strength.
- Proven ability to establish, implement and improve HR processes, policies and practices.
- Strong experience in end-to-end recruitment, employee relations, performance management and employee lifecycle management.
- Experience in payroll coordination and statutory compliance.
- Proven stakeholder management and employee engagement experience.
- Exposure to campus recruitment, university partnerships or graduate hiring would be advantageous.
- Exposure to manufacturing, engineering, construction or industrial environments would be advantageous.
- Experience with HRMS implementation, SAP or SAP SuccessFactors would be an added advantage.
Skills & Competencies
- Strong ownership mindset and ability to operate autonomously whilst adhering to company standards.
- Ability to build and establish HR processes that can support business growth and organizational expansion.
- Excellent interpersonal and communication skills.
- Ability to successfully manage change, get buy-in from various stakeholders and build trustful relationships with personnel at all levels.
- Strong employee relations and problem-solving capabilities.
- Practical, hands-on and execution-oriented approach.
- Strong organizational, planning and prioritization abilities.
- Ability to manage multiple HR priorities independently in a growing business environment.
- Proficiency in HR reporting and HRMS systems.
- SAP HR/SAP SuccessFactors exposure will be an added advantage.
