Join DayOne – Shaping the Future of Data Infrastructure

DayOne is a global leader in the development and operation of high-performance data centers. As one of the fastest-growing companies in the industry, we’ve built a robust presence across Asia and Europe — and we’re just getting started.

As we expand into new international markets, we’re looking for talented, driven individuals to join us on this exciting journey. This is more than a job — it’s an opportunity to be a key contributor to our dynamic team and help shape the future of global data infrastructure.

If you're passionate about innovation, technology, and growth, we invite you to be part of DayOne’s next chapter.

Business Partnering

·  Act as the primary HR partner for assigned business functions.

·  Build strong working relationships with business leaders, managers and employees.

·  Understand business priorities, workforce requirements and organisational challenges.

·  Provide practical HR advice and recommendations on people-related matters.

·  Support managers in making consistent and appropriate people decisions.

·  Identify emerging workforce and employee risks and recommend appropriate actions.

·  Partner with business leaders to improve organisational effectiveness and employee experience.

·  Act as the bridge between the business and Regional HR Centres of Excellence.

Workforce Planning & Organisation

·  Partner with business leaders on manpower planning and workforce requirements.

·  Support workforce forecasting and manpower budgeting activities.

·  Review organisation structures, reporting lines and role requirements.

·  Support business expansion, restructuring and organisational changes.

·  Monitor workforce movements, vacancies and critical manpower gaps.

·  Partner with Talent Acquisition on hiring priorities and recruitment requirements.

·  Support workforce ramp-up and mobilisation activities.

·  Provide HR input on organisational design and resource planning.

Employee Relations

·  Manage employee relations matters including attendance, conduct, disciplinary issues, grievances and workplace concerns.

·  Conduct or support employee investigations where required.

·  Manage show cause, disciplinary and corrective-action processes.

·  Advise managers on appropriate management of employee issues.

·  Support performance-related employee cases and Performance Improvement Plans.

·  Ensure employee matters are managed consistently and in accordance with company policies and Malaysia employment requirements.

·  Maintain appropriate documentation for employee relations cases.

·  Escalate significant or high-risk matters to the Johor HR Lead.

Performance Management

·  Drive performance management activities within assigned business portfolios.

·  Support managers in setting performance expectations.

·  Guide managers in addressing performance gaps.

·  Support Performance Improvement Plans and performance-related actions.

·  Monitor outstanding performance actions and ensure timely closure.

·  Support annual performance review and calibration discussions.

·  Partner with Talent Management on performance-management frameworks and initiatives.

Talent Management & Succession

·  Support talent reviews and succession-planning discussions.

·  Identify critical roles, high-potential employees and succession risks.

·  Support development planning and career discussions.

·  Partner with Talent Management on talent and development programmes.

·  Support internal mobility and career opportunities.

·  Work with managers to identify capability gaps and development requirements.

·  Support leadership-development initiatives where required.

Compensation & People Decisions

·  Support annual salary reviews, promotions, internal mobility and employee movement decisions.

·  Prepare and review business justifications for promotion and compensation proposals.

·  Partner with Total Rewards to ensure alignment with compensation frameworks and internal equity.

·  Provide HR input on retention proposals and compensation exceptions.

·  Support business leaders in making fair and consistent people decisions.

Employee Engagement & Retention

·  Monitor employee feedback, attrition trends and retention risks.

·  Partner with managers on employee engagement and retention actions.

·  Identify recurring employee concerns and recommend appropriate interventions.

·  Support employee engagement activities and initiatives.

·  Analyse attrition trends and highlight areas requiring management attention.

·  Support actions to improve employee experience and organisational stability.

HR Operations Support

·  Support employee lifecycle activities including onboarding, confirmation, transfers, promotions and offboarding.

·  Assist with Workday employee transactions and follow up on pending workflows and approvals.

·  Support employee-data verification and ensure information is accurate and up to date.

·  Assist with payroll input checking and employee movement validation during monthly payroll cycles.

·  Support preparation and review of employment-related documentation.

·  Support onboarding activities during high-volume recruitment or workforce ramp-up.

·  Assist HR Operations with employee queries where appropriate.

·  Provide backup support for basic immigration and expatriate administration where required.

·  Support HR audits, documentation and compliance requirements.

·  Work closely with the HR Operations Specialist and HR Coordinator to resolve operational matters affecting assigned business portfolios.

·  Provide cross-functional HR support during peak periods or temporary resource gaps.

Primary ownership remains with HR Operations for payroll, Workday governance and expatriate management. The HRBP provides backup or basic operational support only when required.

HR Governance & Reporting

·  Maintain visibility of key people matters across assigned business portfolios.

·  Prepare regular HRBP portfolio reports covering workforce, hiring, attrition, employee relations, performance and talent.

·  Track agreed HR and business actions and ensure timely closure.

·  Monitor key HR indicators and identify emerging risks.

·  Support HR audits, compliance reviews and HR projects.

·  Ensure local implementation is aligned with Regional HR frameworks and standards.

·  Provide regular updates to the Johor HR Lead.

DayOne is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

If you're ready to grow with one of the fastest-moving companies in the data center industry, apply now and be part of our global journey.