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The Human Resources Executive is responsible for managing the entire recruitment cycle. This role involves engaging with various stakeholders to ensure a smooth hiring process that meets the company's needs.
The HR Services Operations Associate/Analyst is responsible for supporting hiring efforts by identifying, engaging, and qualifying candidates for various roles. This role involves collaboration with recruiters and hiring managers to build strong talent pipelines through effective research and outreach.
The Organizational Management & Compensation Specialist is responsible for supporting the development and implementation of organizational structures and compensation strategies. This role plays a critical part in ensuring internal equity and market competitiveness within the organization.
The Human Resources Executive is responsible for assisting in monitoring and tracking employee relations issues. This role supports management in handling HR matters and ensures compliance with hiring processes while fostering a positive work environment.
The Executive, HRIS is responsible for providing support, maintenance, and enhancement of the Human Resource Information Systems (HRIS). This role plays a critical part in ensuring system reliability and improving HRIS functionality to meet operational needs.
The Associate, HR & Payroll (Support SG) is responsible for managing client-related payroll and HR documentation. This role plays a crucial part in ensuring accurate payroll processing and compliance with relevant regulations.
The HR Services Operations (Payroll) Associate / Analyst is responsible for ensuring accurate and timely payroll processing. This role plays a crucial part in maintaining payroll records and ensuring compliance with relevant laws and regulations.
The HR Assistant (Mandarin) is responsible for supporting the recruitment process within the organization. This role involves collaborating with hiring managers and managing applicant databases to ensure an efficient hiring process.
The HR & Admin Intern is responsible for supporting the coordination of learning and development initiatives for employees. This role involves assisting with various HR and administrative tasks to ensure smooth office operations and contribute to a positive work environment.
The Executive, HR Operations is responsible for supporting the HR Business Partner in implementing and monitoring performance management systems. This role plays a crucial part in the recruitment process and ensures the integrity of HR data management.
The Fresh Graduate: Recruitment + Business Development role is responsible for supporting recruitment and business development efforts within the technology sector. This position offers an opportunity to work in a dynamic environment as part of a global human resource consulting firm.
The Regional Payroll Specialist is responsible for managing payroll processing for multiple countries within Schneider Electric. This role ensures payroll accuracy and compliance while contributing to the efficiency of payroll activities across the region.
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.