Culture doesn't scale by accident. Someone has to build it - WORQ is growing fast with new locations, more people, bigger ambitions. We're looking for someone who will make sure that our teams grow closer together as we scale.

As People & Culture Manager, you own the human side of that growth. You'll build the recognition systems that make great work impossible to miss. You'll be on the ground turning what you gather into things that actually bring change or improve dynamics. You'll shape how WORQ communicates, celebrates, and shows up for its people. And over time, you'll step in front of the room yourself, delivering the training that turns our values into everyday habits.

This is a role lived among people, not behind a desk. You'll influence through trust rather than hierarchy, work as a peer to our HR, partner closely with Talent Acquisition, and guide the juniors to support culture and communications.

We're a Malaysian community builder that believes work should feel like it belongs to you. We move fast, we're honest about what isn't working, and we care a great deal about the people who make it run. If that sounds like your kind of place — come build it with us.

1. Culture & Recognition

• Run and scale WORQ's recognition system — peer recognition, manager-led recognition, milestone and tenure moments, and values-linked awards tied directly to behaviours.

• Move recognition from ad hoc to systematic: clear criteria, consistent cadence, visible outcomes, and a managed budget.

• Plan and run culture campaigns that translate company values into observable daily behaviour.

• Own WORQ's annual calendar of company-wide moments — townhalls, annual dinner, company trip, festive and culture days — delegating execution while holding the standard.

• Create meaningful team rituals that build belonging across HQ and outlets.

2. Organic Engagement Routines

• Maintain a fixed, published cadence of outlet presence.

• Run structured pulse checks and listening sessions; turn what you hear into named actions with owners and timelines and close the loop visibly with the people who raised it.

• Act as a trusted two-way channel between leadership and frontline teams — surfacing ground reality upward and translating business context downward.

• Own the employee engagement survey end-to-end: design, execution, analysis, and action planning with line managers.

• Build relationships with outlet leads strong enough that they come to you early, before issues escalate.

3. Employee Lifecycle Experience

• Own the experience side of onboarding — day one, buddy systems, values immersion, and check-ins — partnering HR Operations, who handles the administrative side.

• Own new-hire ramp quality and early attrition as a metric: diagnose the causes and feed insights back to hiring managers and Talent Acquisition.

• Analyse exit and stay interview insights, identify patterns, and translate them into engagement and retention actions.

4. Internal Communications & Change Enablement

• Own company-wide internal communications: cadence, channels, tone and clarity across newsletters, townhalls, announcements and internal platforms.

• Ensure business priorities — occupancy, service excellence, expansion milestones, process changes — are genuinely understood at every level, not merely announced.

• Act as change enablement partner for new outlet launches and process improvement projects: readiness, communication, adoption, and navigating resistance.

• Produce culture stories and content that strengthen WORQ's employer brand, in partnership with Talent Acquisition and Marketing.

5. Capability Building

• Support training adoption — whether learning translates into real on-ground behaviour change, measured through observation and manager feedback.

• Coach line managers to run their own recognition, feedback and team development, so culture is built by many rather than owned by one.

• Support on delivery of foundational training modules when needed — onboarding and values, service standards, and basic manager coaching skills.

• Guide and develop junior team members and interns supporting culture, communications and events.

Qualifications

• Bachelor's Degree in Human Resources, Psychology, Communications, Business Administration, Organisational Development, or a related field.

• 5 years of experience in Human Resources, People & Culture, or Learning & Development, with substantial depth in employee engagement, culture, or employee experience.

• Experience supporting frontline workforce — hospitality, retail, F&B, healthcare, logistics, coworking or similar.

• Proven track record of building an engagement or recognition system.

• Demonstrated ability to influence and drive change.

• Experience mentoring or guiding junior team members is an advantage.

Technical & Professional Skills

• Facilitation: confident, warm and credible delivering sessions to live audiences — including frontline teams in non-classroom settings.

• Systems thinking: able to design programs that continue to run without your daily involvement.

• Communication: excellent written and verbal skills in English, with experience crafting internal communications and leadership messages.

• People analytics: able to interpret engagement survey results, attrition data and employee feedback, and turn them into clear recommendations.

• Project management: able to run multiple initiatives simultaneously in a lean, fast-moving environment.

• Tools: familiarity with HRIS, survey tools, engagement platforms and internal communication channels.

What We Are Looking For in You

• You genuinely enjoy being around people, and people feel comfortable around you.

• You are willing and happy to travel between outlets regularly — this is a role lived on the ground, not from a desk.

• You build rather than maintain, and you are comfortable starting from a blank page.

• You have the maturity to hold a standard, challenge a leader, and sit with someone having a hard week — sometimes on the same day.