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The HR Intern (Talent Acquisition) is responsible for supporting the recruitment process within a global organization. This role offers an opportunity to gain hands-on experience in various recruitment activities and contribute to employer branding initiatives.
The Human Resource Manager is responsible for overseeing the recruitment process and managing employee relations. This role plays a crucial part in developing HR policies and fostering a positive workplace culture that enhances employee engagement and retention.
The HR Services Operations (Employee Services) Associate / Analyst (Thai Speaking) is responsible for providing comprehensive support to employees regarding HR policies and programs. This role plays a crucial part in ensuring a smooth employee experience through effective communication and coordination of HR services.
The Human Resource Manager is responsible for overseeing the HR department's operations and ensuring effective recruitment and employee relations. This role significantly impacts the organization's culture and compliance with labor laws while fostering a positive workplace environment.
The Human Resource Assistant is responsible for supporting the daily HR and administrative operations of the team. This role plays a vital part in fostering a positive work environment and contributing to the overall growth of the company.
The Executive, Benefits Management is responsible for overseeing the administration of employee benefit programs. This role plays a crucial part in ensuring compliance with company policies and labor laws while providing support to employees regarding their benefits.
The HRBP Intern is responsible for assisting in enhancing service experiences and supporting HR operations. This role offers a unique opportunity to gain practical experience in human resources while working in a dynamic and innovative environment.
The Recruitment Consultant is responsible for managing the entire recruitment cycle. This role involves acting as the main point of contact between clients and candidates, ensuring effective communication and understanding of hiring needs.
The Internship Recruitment Innovation Intern is responsible for supporting business growth through innovative recruitment strategies. This role involves engaging in various projects that enhance operations and contribute to the overall success of the organization.
The Human Resources Executive is responsible for managing the entire recruitment cycle. This role significantly impacts the organization by ensuring the acquisition of quality talent essential for success.
The HR Assistant is responsible for supporting the Human Resources and Recruitment functions. This role plays a crucial part in enhancing employee engagement and ensuring the smooth operation of HR processes within the organization.
The IT Business Analyst / Senior IT Business Analyst - HR is responsible for providing support and maintenance services for HR systems. This role involves conducting requirement studies and facilitating system improvements while acting as a liaison for users.
By SuperJobs Career Team · Updated July 2026
Human resources is a strategically important function in every Malaysian organisation, evolving rapidly from a compliance-and-payroll operation into a business-critical strategic partner. HR professionals in Malaysia manage the full talent lifecycle — from workforce planning, talent acquisition, and onboarding through learning and development, performance management, compensation, and employee relations.
The HR function is anchored by a strong regulatory framework: the Employment Act 1955 (and its 2023 amendments), the Industrial Relations Act, the Human Resources Development Fund (HRD Corp), and EPF, SOCSO, and EIS contribution requirements. HR professionals who deeply understand these statutory obligations — and can advise management on compliant practices — are consistently in high demand across all industries.
The Malaysian HR profession is served by the Malaysian Institute of Human Resource Management (MIHRM) and the Chartered Institute of Personnel and Development (CIPD), whose qualifications are increasingly recognised as marks of professional credibility. HR technology adoption — including HR information systems (HRIS) like SAP SuccessFactors, Workday, and local platforms like HRMS Malaysia — is transforming how HR teams operate and creating demand for HR tech-savvy professionals across all seniority levels.
HR executives and HR generalists at entry to mid-level earn RM 2,800 – RM 5,000/month. HR managers and talent acquisition managers earn RM 5,500 – RM 10,000/month. HR business partners (HRBPs) and L&D managers at large organisations earn RM 7,000 – RM 14,000/month. HR directors and Chief Human Resources Officers (CHROs) earn RM 15,000 – RM 40,000/month.
Talent acquisition specialists — particularly those with technical recruiting expertise for engineering and technology roles — command the highest premiums within the HR function, often earning 20–30% more than generalist HR peers. HR analytics is the fastest-growing sub-discipline, with professionals who can build people data dashboards and workforce models earning a significant premium. Payroll executives with SAP or Oracle payroll system expertise are consistently in short supply relative to demand across Malaysian corporates and SSCs.
Manages the full HR function for a business unit — recruitment coordination, onboarding, employee relations, payroll processing, and regulatory compliance.
Sources, screens, and manages the end-to-end recruitment process for open roles — across direct hiring, agency management, and employer branding.
Acts as a strategic HR partner to business leaders — driving workforce planning, organisational design, performance management, and culture initiatives.
Manages the accurate and timely processing of Malaysian payroll — including EPF, SOCSO, EIS, PCB tax deductions, and statutory reporting.
Designs and delivers training programmes, manages HRD Corp levy utilisation, and builds capability frameworks across the organisation.
Designs and manages salary structures, bonus schemes, and employee benefits programmes — ensuring market competitiveness and internal pay equity.
Search SuperJobs by role ("HR executive", "talent acquisition", "HR business partner", "payroll manager", "L&D manager") or browse the Human Resources industry page.
Demonstrate your knowledge of Malaysian employment law on your CV: Employment Act 1955 amendments, EPF/SOCSO/EIS contributions, PCB tax deductions, and industrial relations procedures are core competencies for Malaysian HR roles.
List your HRIS and payroll system experience: SAP SuccessFactors, Workday, Oracle HCM, or local Malaysian payroll systems (HRMS Malaysia, Infohrm) are frequently listed as requirements.
Apply through SuperJobs with a CV that quantifies your HR impact — headcount managed, time-to-hire improvements, training hours delivered, turnover rate reductions, or HRD Corp levy utilisation rate.
Prepare for competency-based interviews: HR employers test your ability to handle sensitive employee situations, provide examples of partnering with business leaders, and demonstrate your understanding of HR's strategic versus administrative contribution.