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The Intern - People Services HR is responsible for supporting HR operations and enhancing employee experience. This role involves assisting with employee data management and contributing to various HR projects in a dynamic team environment.
The Internship Human Resources Assistant is responsible for supporting the HR department in various administrative tasks. This role provides an opportunity to gain hands-on experience in recruitment processes and employee engagement initiatives within a dynamic work environment.
The Human Resources Partner Professional is responsible for driving talent acquisition and employee engagement strategies. This role plays a crucial part in fostering a positive work environment and enhancing organizational effectiveness within CEVA Logistics.
The HR Services Operations (Talent Development & Management) Associate / Analyst (Japanese Speaking) is responsible for leading the design, delivery, and management of talent development initiatives that align with strategic business goals. This role focuses on enhancing organizational capability and performance through effective leadership development and succession planning.
The Executive Functional Competency (MISC Marine) is responsible for supporting the management and execution of functional capability and career development initiatives. This role plays a crucial part in aligning employee competencies with the company's business needs and fostering a culture of continuous learning.
The HRIT Specialist (Workday) is responsible for supporting and enhancing the organization’s HR systems landscape and applications. This role plays a critical part in ensuring system stability, data integrity, and process optimization within the HR digital transformation initiatives.
The HR Intern (HRBP) is responsible for supporting HR Business Partners in various HR initiatives and programs. This role provides an opportunity to gain hands-on experience in a dynamic HR environment while contributing to the overall success of the organization.
The HRBP Senior Executive is responsible for executing HR business partnering and talent acquisition aligned with organizational goals. This role plays a crucial part in managing recruitment processes and ensuring a seamless onboarding experience for new hires within a dynamic work environment.
The Senior Business Development Executive is responsible for promoting HRD Corp-claimable training programs to corporate clients. This role involves identifying leads, conducting outreach, and converting opportunities into sales while maintaining long-term relationships with key stakeholders.
The Internship For Human Resources & Administration Intern is responsible for providing essential support in various human resources functions. This role offers a unique opportunity to gain hands-on experience in HR practices while developing administrative skills in a dynamic environment.
The HR Services Operations Associate / Analyst is responsible for providing high-quality support to employees throughout the Hire to Retire (H2R) lifecycle. This role operates in a dynamic client-facing BPO environment, ensuring effective communication and service delivery on HR policies and systems.
The Internship - Counselling is responsible for providing support in HR activities and employee engagement. This role offers valuable exposure to counselling-related functions within the organization, contributing to employee well-being.
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.