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The VP, Enterprise Leadership Development is responsible for leading efforts to cultivate leadership capabilities within the organization. This role is part of a high-performing global team focused on driving excellence and making a positive impact through well-known brands such as DEWALT®, STANLEY, CRAFTSMAN, and BLACK+DECKER.
The Human Resources Executive is responsible for managing recruitment and talent acquisition within the organization. This role plays a crucial part in fostering a positive company culture and ensuring compliance with Malaysian labour laws.
The HR Specialist is responsible for managing the recruitment process and ensuring the right candidates are selected for open positions. This role involves collaborating with hiring managers and engaging with candidates to provide a positive hiring experience.
The Payroll Administrative Executive is responsible for managing payroll administration and HR operations. This role plays a crucial part in ensuring compliance with statutory requirements across multiple countries in Southeast Asia.
The Assistant Manager, HR Partner is responsible for supporting the delivery of business-focused people strategies. This role involves partnering closely with leaders to translate business needs into actionable HR initiatives that enhance team effectiveness and performance.
The Admin (Accounting & HR) is responsible for managing company payments and overseeing payroll and statutory compliance. This multifaceted role also involves candidate screening, onboarding coordination, and organizing employee engagement activities, requiring attention to detail and efficient task management.
The HR Services Operations (Payroll) Associate / Analyst (Japanese Speaking) is responsible for ensuring accurate and timely payroll processing. This role plays a crucial part in maintaining payroll records and ensuring compliance with relevant laws and regulations in a dynamic work environment.
The Recruiter Cum HR is responsible for identifying and attracting potential candidates to fulfill organizational needs. This role plays a crucial part in the onboarding process and employee relations, ensuring compliance with labor laws and maintaining employee records.
The Head of Human Resources is responsible for leading the HR function to enhance organizational performance and employee engagement. This role plays a critical part in supporting the Group's growth through strategic planning and operational execution.
The Total Rewards Intern is responsible for assisting in the management of compensation and benefits data. This role provides valuable hands-on experience in HR data management and supports the Total Rewards process within the organization.
The HR Generalist is responsible for managing various HR functions within the organization. This role plays a crucial part in fostering a positive workplace culture and aligning HR strategies with business objectives.
The Senior Human Resource Executive is responsible for overseeing the recruitment process and managing employee relations. This role plays a crucial part in implementing HR policies that align with the company's goals and fostering a positive workplace culture.
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.