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The Administrative Assistant is responsible for managing essential HR processes. This role plays a crucial part in ensuring a seamless HR experience for employees through effective administration and compliance management.
The Talent Acquisition Intern is responsible for supporting the recruitment process within the APAC Talent Acquisition team. This role involves collaborating with local HR teams and hiring managers to enhance candidate sourcing and employer branding efforts.
The Manager, Talent Acquisition is responsible for managing hiring plans and initiatives to ensure the company attracts, hires, and retains the best fit candidates. This role oversees the entire recruitment process and collaborates with various stakeholders to enhance employment branding and recruitment activities.
The HR Services Operations (Employee Services) Associate / Analyst (Korean Speaking) is responsible for providing exceptional support to employees regarding HR policies and services. This role plays a crucial part in enhancing employee experience through effective communication and service delivery.
The People Manager (Capability & Change) is responsible for driving the design, integration, and execution of the People Pillar strategy to enable HR Transformation under Project tHR1ve. This role plays a critical part in orchestrating capability-building efforts and change management strategies to ensure sustainable adoption of new HR operating models.
The Learning Operations & Administration Specialist is responsible for supporting the Group Learning team by ensuring the high-quality execution of development programs. This role plays a crucial part in enhancing the overall employee learning experience through effective management of logistics, vendor relations, and data insights.
The HR Services Operations (Payroll) Associate / Analyst (Thai Speaking) is responsible for ensuring accurate and timely payroll processing in compliance with relevant laws and regulations. This role plays a critical part in maintaining payroll records and supporting year-end processing within a dynamic HR environment.
The Internship Admin is responsible for supporting various administrative tasks within the organization. This role provides an opportunity to gain hands-on experience in a collaborative work environment while contributing to the efficiency of the HR team.
The Required Skills position is responsible for ensuring that all necessary competencies are met for effective performance. This role plays a crucial part in the development and success of the team by identifying and implementing skill enhancement strategies.
The HR Generalist is responsible for managing the recruitment process and supporting various HR initiatives. This role plays a crucial part in fostering a positive workplace culture and ensuring effective staffing solutions.
The Recruitment Specialist is responsible for managing the entire recruitment process. This role plays a vital part in building a strong workforce by collaborating with hiring managers and engaging with candidates effectively.
The Human Resources Executive is responsible for managing recruitment processes and overseeing employee onboarding. This role plays a crucial part in fostering a positive workplace culture and ensuring compliance with labor laws.
Narrow the search to where you want to work. Counts are live and update as employers post and close roles.
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.