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The Internship HR/Recruiter is responsible for supporting the recruitment process and managing employee information. This role offers valuable hands-on experience in HR functions within a dynamic team environment.
The Consulting & Generalist HR (Human Resources & Recruitment) intern is responsible for supporting the HR team in various functions. This role offers an opportunity to gain practical experience in a dynamic environment at Malaysia’s largest telco-tech company.
The Manager, People & Culture Business Partner is responsible for aligning people strategies with organizational goals. This role significantly impacts workforce planning and development within a high-growth environment.
The Senior Manager, HR Partner is responsible for driving people strategy across the Enterprise and Marketing divisions. This role partners with C-level executives to influence workforce decisions and lead critical people initiatives, ensuring organizational effectiveness and business outcomes.
The Payroll Integration Development Lead is responsible for overseeing integration projects from design through execution. This role requires a dynamic individual who will leverage strong technical and functional expertise in the Workday ecosystem to drive project success.
The HR Operation Supervisor is responsible for overseeing the daily operations and service delivery of the HR Service Delivery Center. This role involves managing HR administrative tasks and leading digital transformation initiatives to ensure operational efficiency.
The Senior Human Resources Executive is responsible for assisting in the daily activities of the Human Resource Office. This role plays a crucial part in delivering HR services that meet employee needs and drive business success while ensuring compliance with applicable laws and regulations.
The Analyst, Employee Transitions & Compliance is responsible for managing expatriate employment processes and ensuring regulatory compliance. This role plays a crucial part in enhancing the employee experience and improving service delivery efficiency within the organization.
The Recruiter Specialist is responsible for identifying hiring needs and role specifications in collaboration with department heads. This role plays a crucial part in the recruitment process, ensuring the organization attracts and retains top talent while adhering to local labor laws.
The HR Services Operations (Employee Services) Associate / Analyst (Japanese Speaking) is responsible for serving as the central point for employee inquiries and supporting workforce-related HR policies and programs. This role plays a crucial part in ensuring excellent service delivery across various HR functions, contributing to employee engagement and well-being initiatives.
The Intern, Payroll is responsible for supporting the HR and Payroll team in managing day-to-day operations. This role provides valuable hands-on experience in a corporate HR environment while assisting with various payroll and leave administration tasks.
The Manager/Assistant Manager, Learning & Development is responsible for assisting in the delivery of training programs, particularly the Future Leaders Program. This role plays a crucial part in strategic planning and execution of training initiatives while collaborating with Japan HR on matters concerning Japanese expatriates.
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.