Summary
Overview
Work History
Education
Skills
Accomplishments
Certification
Additional Information
PERSONAL PARTICULARS
References
Timeline
Generic

Dominic Lopez

Subang Jaya

Summary

Dynamic and results-driven management professional with a proven track record in strategic planning and operational management, poised to excel in high-level organizational roles. Expertise in leading cross-functional teams and implementing initiatives that significantly enhance efficiency and productivity while fostering a collaborative team environment. Recognized for adaptability and delivering consistent results through effective communication and decisive leadership. Service-focused General Manager dedicated to creating positive customer experiences that drive loyalty and repeat business, complemented by strong sales acumen and exceptional interpersonal skills.

Overview

31
31
years of professional experience
1
1
Certification

Work History

Deputy General Manager

Havi Logistics (M) Sdn Bhd
  • Strategic and growth-focused Deputy General Manager with over 2 years of leadership experience in cold chain 4PL logistics, specializing in multi-temperature warehousing, distribution, and end-to-end supply chain solutions. Demonstrated success in scaling operations, leading cross-functional teams, optimizing P&L performance, and delivering consistent service excellence for high-stakes clients in the Food Service industry. Recognized for combining operational rigor with innovation, digital transformation, and a deep commitment to regulatory compliance and sustainability. Proven ability to deliver measurable improvements in efficiency, cost control, compliance, and customer satisfaction in fast-paced, complex multi-temperature logistics environments.
  • Directed full-scope cold chain logistics operations across 4 multi-temperature warehouses and distribution centers (chilled, frozen, ambient) with total capacity exceeding 20,000 pallet positions.
  • Delivered sustained revenue growth +12% YOY by expanding service offerings, onboarding new accounts, and enhancing customer value through integrated 4PL solutions.
  • Led a team of 250 across Warehousing, Transport, Demand and Supply Planning, QA/QC, IT, Supply Chain, Business Development and Customer Service departments.
  • Managed an annual P&L exceeding RM100 million, delivering 13% EBITDA margin through cost containment, lean process redesign, and strategic sourcing.
  • Secured and managed long-term logistics contracts with key clients in pharmaceuticals, retail, and foodservice sectors — each with unique cold chain handling and compliance requirements.
  • Negotiated SLA-based agreements with local and cross-border 3PLs and transportation partners, ensuring flexibility, service continuity, and risk mitigation.
  • Spearheaded the design, construction, and commissioning of a new GDP-certified cold chain distribution center featuring energy saving storage and chillers, and modular zones for frozen (-18C), chilled (1–5C), and controlled ambient goods.
  • Led implementation of thermal validation protocols and emergency response SOPs.
  • Deployed a fully integrated WMS -Catallea 2.0 platform across 2 facilities, boosting real-time visibility and moving outcome of 94.5% inventory accuracy to 99 %.
  • Implemented IoT-enabled reefer monitoring and GPS-based routing optimization, cutting delivery delays by 32% and fuel usage by 18%.
  • Developed custom KPI dashboards for operations and customer service, enabling proactive management and client reporting.
  • Delivered 98 % OTIF (On-Time-In-Full) across all key client accounts, with less than 0.5% product loss ratio due to spoilage or handling issues.
  • Designed client-specific cold chain logistics models including split deliveries, just-in-time replenishment, and returns management.
  • Conducted quarterly performance reviews with clients and internal teams to align on service improvements, cost optimization, and innovation pilots.
  • Ensured 100% compliance with HACCP and Global McDonald’s audit standards For Distributor Quality Management Program (DQMP). Moving to 2025 with FSSC 22000 and regional regulatory standards through robust SOPs, audits, and CAPA programs.
  • Achieved zero critical non-conformances across 2 annual external audits and inspections by clients and regulatory bodies.
  • Instituted company-wide safety culture with zero-lost time incident metrics over 12 consecutive months.
  • Strategic & Operational Leadership:
  • Financial & Commercial Oversight:
  • Cold Chain Excellence & Infrastructure Development:
  • Digital Transformation & Innovation:
  • Customer-Centric Execution:
  • Compliance, Quality & Safety Leadership

Head of Human Resource

Havi Logistics (M) Sdn Bhd
  • Strategic and results-oriented Head of Human Resources with over [X] years of progressive experience in driving people strategy, organizational development, and cultural transformation across diversified industries. Proven success in aligning HR functions with business goals, managing large-scale change initiatives, and delivering measurable improvements in talent management, employee engagement, organizational design, and compliance. Adept at leading global and regional HR teams, building future-ready leadership pipelines, and fostering high-performance work environments that attract, retain, and develop top talent.
  • Developed and executed a company-wide HR strategy aligned with business goals, covering a workforce of over [X,000] employees across [X] countries / regions / business units.
  • Served as a strategic advisor to the CEO and executive leadership team on people-related matters, workforce risks, talent priorities, and change management initiatives.
  • Restructured the HR department to a business partner model, enhancing responsiveness and improving HR service delivery across functions.
  • Overhauled recruitment framework and implemented structured workforce planning, reducing time-to-hire by 35% and improving offer-to-acceptance ratio to 95%.
  • Designed and executed an employer branding campaign, boosting quality applicant pipeline and improving retention of new hires by 22%.
  • Launched early-career programs including graduate rotations, internships, and employer-university partnerships.
  • Introduced a competency-based performance management system integrated with OKRs and continuous feedback loops; increased performance alignment by 30%.
  • Rolled out a tiered leadership development framework (emerging, mid-level, and executive), increasing internal promotions to leadership roles by 40%.
  • Implemented a succession planning matrix for critical roles, achieving 85% leadership coverage within two years.
  • Led company-wide engagement surveys and pulse checks, achieving a 12-point increase in employee satisfaction and retention.
  • Drove culture transformation post-merger/acquisition, aligning values and behaviours through communication, change agents, and leadership visibility.
  • Launched recognition and rewards platforms, DEI programs, and mental health initiatives supporting a more inclusive and resilient culture.
  • Ensured 100% compliance with local labor laws, GDPR, ISO HR standards, and ethical workplace practices across all business units.
  • Reviewed and updated HR policies, handbooks, and grievance procedures to align with changing regulations and business needs.
  • Led internal investigations, risk assessments, and whistleblower processes with integrity and confidentiality.
  • Re-designed total rewards strategy including salary structures, incentive programs, and executive compensation benchmarking.
  • Introduced flexible benefits platforms and wellness programs, improving employee satisfaction while containing costs.
  • Modernized HR operations through digitization of onboarding, payroll, and document management processes, increasing efficiency by 40%.
  • Strategic HR Leadership:
  • Talent Acquisition & Workforce Planning:
  • Performance, Learning & Leadership Development:
  • Employee Engagement & Culture:
  • HR Compliance, Risk & Governance:
  • Compensation, Benefits & HR Operations:

Head of Human Resources SEA

Martin-Brower Malaysia Co. Sdn Bhd
04.2016 - 04.2020
  • Company Overview: Martin-Brower Malaysia is part of the Reyes Family of Businesses, under Reyes Holdings, L.L.C., which also owns Reyes Coca-Cola Bottling and Reyes Beverage Group. Martin Brower is a global leader in supply chain logistics for restaurant chains, operating in over 19 countries. Categorized in transportation, warehousing & storage, general freight trucking, and administrative services—serving as a dedicated logistics and supply chain provider, particularly for restaurant clients like McDonald’s.
  • Developed and executed a company-wide HR strategy aligned with business goals, covering a workforce of over [X,000] employees across [X] countries / regions / business units.
  • Served as a strategic advisor to the CEO and executive leadership team on people-related matters, workforce risks, talent priorities, and change management initiatives.
  • Restructured the HR department to a business partner model, enhancing responsiveness and improving HR service delivery across functions.
  • Overhauled recruitment framework and implemented structured workforce planning, reducing time-to-hire by 35% and improving offer-to-acceptance ratio to 95%.
  • Designed and executed an employer branding campaign, boosting quality applicant pipeline and improving retention of new hires by 22%.
  • Launched early-career programs including graduate rotations, internships, and employer-university partnerships.
  • Introduced a competency-based performance management system integrated with OKRs and continuous feedback loops; increased performance alignment by 30%.
  • Rolled out a tiered leadership development framework (emerging, mid-level, and executive), increasing internal promotions to leadership roles by 40%.
  • Implemented a succession planning matrix for critical roles, achieving 85% leadership coverage within two years.
  • Led company-wide engagement surveys and pulse checks, achieving a 12-point increase in employee satisfaction and retention.
  • Drove culture transformation post-merger/acquisition, aligning values and behaviours through communication, change agents, and leadership visibility.
  • Launched recognition and rewards platforms, DEI programs, and mental health initiatives supporting a more inclusive and resilient culture.
  • Ensured 100% compliance with local labor laws, GDPR, ISO HR standards, and ethical workplace practices across all business units.
  • Reviewed and updated HR policies, handbooks, and grievance procedures to align with changing regulations and business needs.
  • Led internal investigations, risk assessments, and whistleblower processes with integrity and confidentiality.
  • Re-designed total rewards strategy including salary structures, incentive programs, and executive compensation benchmarking.
  • Introduced flexible benefits platforms and wellness programs, improving employee satisfaction while containing costs.
  • Modernized HR operations through digitization of onboarding, payroll, and document management processes, increasing efficiency by 40%.
  • Strategic HR Leadership:
  • Talent Acquisition & Workforce Planning:
  • Performance, Learning & Leadership Development:
  • Employee Engagement & Culture:
  • HR Compliance, Risk & Governance:
  • Compensation, Benefits & HR Operations:
  • Implemented succession planning initiatives, promoting long-term stability in key leadership positions.
  • Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives.
  • Conducted thorough workforce analyses to identify areas of improvement and develop targeted solutions.
  • Managed complex employee relations issues, resulting in improved workplace harmony and satisfaction.
  • Managed annual budgeting process for the human resources department, ensuring sufficient allocation of resources towards strategic initiatives.
  • Implemented effective performance management systems for ongoing employee development and growth.
  • Streamlined recruitment processes for increased efficiency and reduced time-to-fill rates.
  • Evaluated training needs across the organization, developing customized learning plans to address skill gaps or competency deficiencies.
  • Designed effective retention strategies by analyzing exit interviews and other relevant data sources.
  • Reduced turnover rates by cultivating a positive work culture and addressing employee concerns proactively.
  • Oversaw benefits administration, optimizing offerings while controlling overall costs.
  • Championed diversity and inclusion efforts, fostering a more inclusive workplace environment.

Senior HR and Risk Manager

Golden Arches Restaurants Sdn Bhd
12.1988 - 04.2016
  • Responsible for the development and implementation of a safety and security plan within the country that supports the Country’s business objectives. Provides direction and guidance on Labor Relations, Safety and Security-related matters to the Leadership Team and makes recommendations to the VP of Operations and HR. Key customers include McOpCo and Owner/Operator organizations.
  • Leads the development of a National Restaurant Security and Safety Plan for the country that supports attainment of the business objectives
  • Facilitates the review of the Regional Security Plan and Cash Handling Procedures and Safety Guidelines in line with the National Legislative Bodies and Acts
  • Responsible for the ongoing monitoring and updating of the Security Plan to reflect business need
  • Tracks Cash and Inventory data and conducts post-hoc analyses to identify relevant security trends that may impact the Company
  • Plans and develops Safety key areas such as Kitchen or Production, Lobby and Parking areas for DT and Play Place.
  • Develops, aligns, implements, and executes security and safety tactics to support the company Safety and Security plan
  • Ensures McDonald’s Malaysia Cash and security policies are clearly communicated to the Operations leadership.
  • Collaborates with Human Resources and Operations experts in the field to drive consistency of Cash, Security and Safety policy application
  • Clearly communicates implications of inconsistency in security application or security policy violation to appropriate leadership
  • Reviews AOW Safety and security and Labor policies for alignment with corporate security policy and the Regional Security plan
  • Leads the improvement processes to better manage Cash and Inventory Management
  • Leads Disciplinary actions suits against employees for violations of Policy
  • Initiates Domestic Inquiries and resolves Labor Relations incidents as appropriate
  • Leads or supports investigations of labor relations, safety and security-related incidents
  • Proactively communicates critical security-related information to senior leadership in a timely manner: Policy decisions, Violation or inconsistency in policy application, Release of critical information to 2nd or 3rd party, Death or bodily injury, Security issues with potential significant legal implications, Issues of life safety
  • Proactively consults with restaurants and management to provide Safety, Security and Labor Relations expertise, training, resources, and materials.
  • Provide recommendations to Operations Leadership regarding available resources to address their Security Safety and Labor Relations issues and concerns.
  • Develops and maintains an effective working relationship with law enforcement agencies, industry security professionals, and regional security personnel
  • Manages Company Labor Relations , Security and Safety department budget and budgets for special security projects and initiatives
  • Member of the HR team responsible for ensuring the Country People strategy is consistent with the growth needs of the business.
  • Builds strong relationships and consults with Heads of Departments and Country Leadership to ensure people strategies and initiatives are aligned with and drive a high performance focused culture.
  • Develops strategies and executes tactics designed to build capability of line management to manage and execute people systems (e.g., Performance Management, Staff Development, Employee / Labor Relations and Compensation and Benefits and Talent Management.
  • Leads and develop with the HR team members, the HR strategies that align with the country business plans.
  • Anticipates and identifies future people-related issues to ensure the people strategies (e.g., staffing, retention, performance management, succession planning, diversity, reward and recognition, change management) are consistent with the current and future needs of the business.
  • Ensures that HR team is driving the execution of people initiatives and tactics that are aligned with key HR strategies.
  • Builds strong relationships and consults with Operations leadership to ensure people strategies and initiatives are championed and executed effectively within the market.
  • Consults and coaches line management on people decisions (e.g., staffing, development, employee relations) to ensure that they align with the people strategies.
  • Responsible for supporting leadership assessment and development within market and consults with Operations leadership to ensure there is a high performing people focused culture.
  • Anticipates and assesses the gaps between business needs and people systems/capabilities in the market and uses information to drive appropriate actions.
  • Provides advice and counsel on the people implications of market business strategies/initiatives to all Head of Department.
  • Provides input to Director of HR regarding design and development of needed services, processes and tools necessary to execute the market people strategy.
  • Partners with key customers to interpret diagnostic results, facilitates feedback, and coaches them in the action planning process (e.g., ROIP, commitment survey, HR audits) to help line management improve business results.
  • Communicates with Operations leadership and Head of Department to ensure effective implementation of key HR initiatives and share best practices.
  • Partners with crisis management team to anticipate and determine responses to HR-related crisis situations (e.g., third-party interventions, health and safety issues and wage and hour audits).
  • Effectively consult with line management and Owner Operators on HR-related processes, systems and tools (e.g., Performance Development Systems, Compensation and Benefits, Commitment Surveys, Educational Initiatives, employment image, incentive programs).
  • Safety and Security Planning
  • Policy Development and Implementation
  • Incident/Issue Management and Escalation
  • Consulting
  • Budget and Resources
  • Strategy
  • Consulting

Education

Diploma - Human Resources

University Malaya

Advance Human Resources Course - undefined

HU Chicago

Master - Business Administration

Skills

  • Team development
  • Process optimization leadership
  • Cross-functional team coordination
  • Strategic growth planning
  • Human resources management
  • Customer retention
  • Proven leadership experience
  • Operational efficiency management

Accomplishments

  • Business Development: - Spearheaded acquisition of two competitor companies.Established and managed partner relationships on a daily basis. Developed new marketing strategy which increased customer base by 23%.
  • Supervision - Supervised sales team to monitor sales activity and goal achievement.
  • Staffing - Worked directly with Human Resources to streamline hiring and onboarding process.

Certification

Certified and Approved Trainer – Situational Leadership II – Ken Blanchard Australia

Additional Information

Currently a Council Member for Society for the Severely Mentally Handicap Malaysia

Was a Company Director in HAVI Malaysia until resignation.

Previously a Board member for Ronald McDonald Children's Charities Malaysia


PERSONAL PARTICULARS

English and Bahasa Melayu

References

  • Mohamed, Noah, Senior Director, +971506450754, McDonald’s MEA HR
  • Mike, Kennedy, Senior Director, RSG Group McDonald’s Corporation
  • Stephen, Chew, Managing Director, McDonald’s Malaysia

Timeline

Head of Human Resources SEA

Martin-Brower Malaysia Co. Sdn Bhd
04.2016 - 04.2020

Senior HR and Risk Manager

Golden Arches Restaurants Sdn Bhd
12.1988 - 04.2016

Deputy General Manager

Havi Logistics (M) Sdn Bhd

Head of Human Resource

Havi Logistics (M) Sdn Bhd

Advance Human Resources Course - undefined

HU Chicago

Master - Business Administration

Diploma - Human Resources

University Malaya

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