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The Internship For HR Generalist is responsible for supporting the HR department in various functions. This role provides a unique opportunity to gain hands-on experience in human resource management within a corporate environment.
The Required Skills position is responsible for ensuring that all necessary competencies are met for effective performance. This role plays a crucial part in maintaining high standards within the organization, contributing to overall success and employee development.
The Required Skills position is responsible for ensuring that the necessary competencies are met for various tasks. This role plays a crucial part in maintaining high standards within the organization and supports team members in achieving their goals.
The Recruitment Consultant and Sales Consultant are responsible for managing the recruitment cycle and driving sales activities, respectively. These roles involve engaging with clients and candidates to ensure successful placements and meeting recruitment needs.
The Required Skills position is responsible for identifying and developing essential competencies for team members. This role plays a crucial part in enhancing overall team performance and ensuring alignment with organizational goals.
The HR Executive is responsible for managing various aspects of employment and people operations. This role involves overseeing recruitment processes, facilitating onboarding, and ensuring compliance with labor laws while enhancing employee engagement and retention.
The Fresh Graduate - Technology Recruitment is responsible for sourcing and engaging talent within the technology sector. This role is ideal for ambitious individuals looking to make an impact in the recruitment field while working in a dynamic and collaborative environment.
The HR Internship is responsible for supporting and executing end-to-end HR operations. This role plays a crucial part in ensuring compliance and alignment with company values across Ollie & Hana's expanding outlets.
The Required Skills role is responsible for identifying and developing essential competencies for team members. This position plays a crucial role in enhancing overall team performance and ensuring alignment with organizational goals.
The Executive Culture & Engagement is responsible for supporting the execution and administration of employee culture and engagement initiatives across the organization. This role plays a crucial part in enhancing employee experience and strengthening organizational culture in a dynamic maritime environment.
The HR BUSINESS PARTNER is responsible for serving as a key liaison between HR and business stakeholders to align business goals. This role provides comprehensive HR support and solutions across various HR functions, fostering an engaged workplace and safe working environments.
The 3-Month Shanghai Traineeship Program is responsible for providing Malaysian Chinese graduates with hands-on experience in talent acquisition. This program fosters professional growth through real-world challenges and continuous training in a dynamic remote environment.
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By SuperJobs Career Team · Updated August 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.