Connect with leading companies and kickstart your career journey.
Showing 358 jobs matching your filters (Page 15 of 30)
The Internship Human Resources Assistant is responsible for supporting various HR operations. This role provides an opportunity to gain hands-on experience in recruitment, employee engagement, and HR project involvement within a dynamic team environment.
The Intern, Human Resources is responsible for supporting the HR department in various administrative and operational tasks. This role provides hands-on experience in training, recruitment, and employee relations within a dynamic tech-driven environment.
The Intern – People Analytics & Reporting (HR Shared Services) is responsible for supporting the HR analytics function within the organization. This role provides valuable exposure to real HR data and modern analytics tools, contributing to the development of insights that drive workforce decisions.
The Senior Executive, HR & Payroll is responsible for managing the full payroll processing cycle and providing HR and payroll advice. This role plays a crucial part in ensuring compliance with company standards and global regulations while fostering a collaborative team environment.
The Human Resources Employee Advisor is responsible for being the primary contact for employee inquiries regarding HR policies and benefits. This role plays a crucial part in enhancing the employee experience by resolving concerns and supporting HR initiatives.
The Payroll Executive is responsible for managing and coordinating payroll operations for drivers. This role ensures accurate salary calculations and compliance with company policies while facilitating smooth logistics operations.
The Human Resources Officer/Human Resources Manager is responsible for managing various human resources functions within the organization. This role plays a crucial part in fostering a productive work environment that aligns with the company's values and goals.
The Manager/Senior Manager, Learning & Development is responsible for driving the organisation's vision and mission through strategic learning initiatives. This role significantly impacts employee development and talent management across all levels of the organisation.
The HR Manager is responsible for managing and coordinating all HR activities within a plant. This role plays a crucial part in driving corporate HR initiatives and ensuring the achievement of HR targets in a dynamic work environment.
The Talent Acquisition Intern is responsible for supporting campus recruitment and the graduate recruitment program. This role contributes to advancing progress and sustainability while aligning with Schneider Electric's values of inclusion, mastery, and teamwork.
The Intern, Performance Management, Employee & Industrial Relations is responsible for supporting the team in executing employee engagement and cultural initiatives. This role plays a crucial part in fostering a positive and inclusive workplace environment through various activities and collaborations.
The Training Executive is responsible for designing, coordinating, and delivering training and employee engagement programs that promote upskilling and professional development. This role significantly impacts organizational effectiveness and workplace culture, aligning with the company’s mission to empower people and support long-term success.
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.