Senior Executive, Risk Culture and Ownership

Job Summary

To lead the development, embedment and continuous strengthening of MCMC's risk culture and risk-ownership practices, enabling leaders, Risk Owners, Risk Leaders and officers across the organisation to demonstrate accountable, risk-informed and responsible behaviours in the way decisions are made, risks are managed and issues are escalated.

The position exists to translate MCMC's desired risk culture from policy and principle into observable organisational behaviour. The role leads the development and implementation of MCMC's risk-culture and ownership agenda, including desired risk behaviours, leadership expectations, risk-owner engagement, Risk Leaders activation, behavioural reinforcement, communication and engagement campaigns, culture measurement, recognition mechanisms, feedback channels and targeted interventions where ownership or adoption remains weak.

Job Responsibilities

1. Lead MCMC's Risk-Culture and Ownership Agenda - Develop and coordinate MCMC's enterprise risk-culture and ownership strategy, priorities and implementation activities, translating the desired risk culture into clear leadership expectations, behaviours, engagement mechanisms and measurable organisational outcomes;
2. Define and Embed Desired Risk Behaviours - Develop practical descriptions of the behaviours expected from leaders, Risk Owners, Risk Leaders and employees, including responsible risk-taking, timely escalation, ownership of mitigation, constructive challenge, learning from failure and consideration of risk in decision-making;
3. Strengthen Risk Owner Accountability - Engage Risk Owners and relevant senior leaders to reinforce accountability for corporate and divisional risks, mitigation actions, escalation decisions, risk appetite considerations and the quality of risk information provided for Management oversight;
4. Activate and Sustain the Risk Leaders Network - Lead the engagement and practical activation of Risk Leaders across MCMC, clarifying their role as local champions and connectors who reinforce ownership, identify adoption barriers, support communication and provide feedback on risk-management practices within their divisions;
5. Drive Leadership Engagement on Risk Culture - Coordinate targeted engagements with Chiefs, Heads of Divisions, Heads of Departments and other leaders to reinforce tone from the top, leadership accountability, appropriate risk behaviours and the importance of visible management ownership of risk outcomes;
6. Design Risk-Culture Communication and Engagement Campaigns - Develop and coordinate enterprise communication initiatives that make risk management relatable and relevant to everyday work, including thematic campaigns, leadership messages, case studies, internal communications, storytelling, lessons learned and practical examples;
7. Develop Behavioural and Organisational Interventions - Identify areas where weak ownership, delayed escalation, passive risk behaviour, inconsistent accountability or misunderstanding of responsibilities require targeted intervention, and develop appropriate engagement, communication or reinforcement approaches;
8. Measure Risk Culture and Ownership Maturity - Develop and coordinate surveys, pulse checks, interviews, focus groups, behavioural indicators and other appropriate methods to assess MCMC's risk culture, ownership maturity, leadership behaviour, escalation confidence and practical adoption of risk-management expectations;
9. Analyse Organisational Risk-Culture Themes - Use information from risk assessments, Corporate Risk Profile monitoring, mitigation performance, RADM advisory work, audit and assurance themes, crisis exercises, incidents, surveys and stakeholder feedback to identify recurring behavioural and ownership issues requiring attention;
10. Strengthen Learning from Organisational Experience - Translate significant incidents, decisions, near misses, crisis exercises, successful interventions and governance lessons into practical organisational learning that reinforces desired behaviours and reduces repetition of avoidable weaknesses;
11. Support Practical Adoption of Risk Appetite and RADM - Work with ERMD and the Deputy Director, Risk Capability Development to reinforce the behavioural aspects of Risk Appetite and RADM adoption, particularly responsible judgement, willingness to identify uncomfortable risks, escalation discipline and consideration of consequences before commitments are made;
12. Develop Recognition and Reinforcement Approaches - Recommend practical mechanisms to recognize and reinforce positive risk behaviours, strong ownership, responsible escalation, effective mitigation management, and constructive risk-informed leadership, in coordination with HCD and relevant organisational functions;
13. Coordinate Targeted Culture Interventions with RAD Capability Programmes - Use risk-culture findings to identify areas requiring structured learning or capability development and work with the Deputy Director, Risk Capability Development to translate those needs into appropriate clinics, learning programmes, case materials, leadership sessions or self-directed resources;
14. Provide Management Insight on Risk Culture and Ownership - Prepare concise reports, dashboards, thematic analyses and recommendations for the Head of RAD, Head of GRC Division and relevant Management forums on material risk-culture themes, ownership gaps, adoption barriers and areas requiring leadership intervention;
15. Benchmark Risk-Culture and Behavioural Practices - Monitor recognised practices, behavioural-risk research, regulatory experience, public-sector lessons and peer-organisation approaches to identify practical opportunities for strengthening MCMC's risk culture and ownership arrangements; and
16. Contribute to RAD Strategy and Departmental Delivery - Support departmental planning, work-programme development, performance monitoring, resource prioritisation, stakeholder engagement and reporting to ensure that RAD delivers coherent and measurable enterprise outcomes.

Qualifications & Work Experience

• Bachelor's Degree in Risk Management, Business Administration, Public Administration, Management, Organisational Development, Human Resource Development, Psychology, Behavioural Science, Communications, Governance, Public Policy, Economics, Finance or another relevant discipline;
• Postgraduate qualification in Risk Management, Business Administration, Organisational Development, Organisational Psychology, Behavioural Science, Public Administration, Public Policy, Management, Governance or a related discipline is an advantage;
• Recognised professional qualification or certification in one or more relevant disciplines is preferred, including Enterprise Risk Management, ISO 31000, Change Management, Organisational Development, Behavioural Change, Governance, Business Continuity Management, Project Management, Facilitation or related disciplines;
• Demonstrated commitment to continuous professional development in enterprise risk management, organisational culture, behavioural change, leadership, stakeholder engagement, risk communication, organisational development or related fields;
• Minimum 8 years of progressively relevant experience in enterprise risk management, governance, organisational development, culture transformation, change management, stakeholder engagement, communications, human capital, leadership development or related functions;
• Minimum 3 years of experience leading or coordinating cross-functional programmes, organisational-change initiatives, culture programmes, stakeholder interventions or enterprise wide engagement activities;
• Demonstrated experience influencing behaviours or organisational practices across multiple functions without direct reporting authority;
• Experience engaging senior leaders and translating organisational expectations into practical behavioural or accountability interventions;
• Demonstrated experience designing or administering surveys, organisational assessments, stakeholder interviews, focus groups, culture assessments or related feedback mechanisms;
• Experience analysing qualitative and quantitative information to identify recurring behavioural, organisational or stakeholder themes;
• Proven ability to develop clear communication, campaigns, case studies, leadership messages or engagement materials that translate technical or governance requirements into relatable organisational messages;
• Experience in a regulatory, statutory-body, public-sector, telecommunications, technology or similarly complex organisational environment is an advantage;
• Experience in enterprise risk management, risk appetite, governance, internal control, business continuity, compliance, assurance or organisational resilience is strongly preferred; and
• Experience developing or supporting networks of champions, focal points, communities of practice or change agents is an advantage

Technical Competencies

1. Risk Culture and Behavioural Governance
2. Risk Ownership and Accountability Design
3. Enterprise Risk Management
4. Organisational Culture Assessment
5. Behavioural and Change Intervention Design
6. Behavioural and Change Intervention Design
7. Risk Communication and Storytelling
8. Stakeholder and Leadership Engagement

Behavioral Competencies

1. Culture Measurement and Insight
2. Influence Without Direct Authority
3. Organisational Awareness
4. Empathy and Listening
5. Strategic Follow-Through

Permanent position with 6-months probation period.

Candidate must be willing to work in Cyberjaya.