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The Human Resource Executive is responsible for managing various HR functions within the organization. This role plays a crucial part in fostering a positive work environment and ensuring compliance with labor laws and company policies.
The Internship Human Resources Administrative is responsible for supporting the HR department in various administrative tasks. This role provides an opportunity to gain hands-on experience in HR processes and contribute to the overall efficiency of the HR function.
The HR Recruiter (Cantonese) is responsible for sourcing, screening, and selecting candidates for various positions within the organization. This role plays a crucial part in enhancing the overall candidate experience and ensuring that staffing needs are met effectively.
The Internship Human Resources is responsible for supporting the HR department in various functions. This role provides an opportunity to gain hands-on experience in recruitment, onboarding, and employee engagement within a dynamic work environment.
The Internship WFH Talent Acquisition is responsible for supporting the recruitment process by sourcing and screening candidates. This role provides valuable hands-on experience in talent acquisition and social media engagement while working from home.
The Talent Acquisition Coordinator is responsible for managing the recruitment process and sourcing potential candidates. This role plays a vital part in ensuring a smooth hiring experience while collaborating with hiring managers to meet staffing needs.
The Recruiter is responsible for assisting in the fulfillment of human resources functions, primarily focusing on payroll processing and updating HR reports. This role plays a crucial part in the recruitment process, ensuring the accuracy of candidate information and supporting the daily operations of the HR team.
The Internship Human Resource is responsible for assisting in various HR functions to support the HR team. This role plays a crucial part in fostering a positive workplace culture and ensuring smooth HR operations, particularly in engaging with Mandarin-speaking employees and stakeholders.
The HR Business Partner Manager is responsible for driving the design and execution of a strategic, business-aligned human capital agenda. This role serves as a trusted advisor to senior business leaders, influencing talent strategy and organizational effectiveness to foster a high-performance culture.
The HR Manager is responsible for leading and coordinating all HR activities for the Seremban plant. This role serves as a strategic partner to plant management, ensuring compliance with labor laws and driving continuous improvement in HR processes.
The Internship HR & Admin is responsible for supporting the recruitment and onboarding processes within the organization. This role offers an opportunity to gain hands-on experience in a dynamic team environment while contributing to various administrative tasks.
The Internship HR and Admin is responsible for supporting various HR and administrative functions within the organization. This role provides an opportunity to gain hands-on experience in recruitment, employee management, and office operations in a dynamic work environment.
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.