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The Administrative & HR Assistant is responsible for managing the entire recruitment process. This role plays a crucial part in supporting various departments by ensuring effective talent acquisition and maintaining HR operations.
The Regional Manager, People & Culture Business Partner is responsible for aligning people strategies with business objectives across various markets. This role collaborates with regional leadership and HR teams to enhance workforce planning, talent development, and organizational effectiveness while ensuring consistent practices throughout the region.
The Sr. HR Business Partner (Country HR) is responsible for driving strategic people initiatives and overseeing all HR operations within the country. This role serves as a trusted advisor to business stakeholders and leaders, ensuring compliance with local employment regulations and supporting business transformation.
The Assistant Manager, OpsTalent (Recruitment) is responsible for leading the end-to-end recruitment process for Operations roles. This role partners with Ops leaders to translate manpower needs into actionable hiring plans and establish effective hiring processes.
The HR Assistant (Admin) is responsible for supporting various HR functions within the organization. This role plays a crucial part in enhancing employee relations and ensuring compliance with labor laws in a dynamic work environment.
The Office Coordinator is responsible for managing essential HR procedures to ensure a smooth transition for employees at various stages of their employment. This role significantly contributes to a positive workplace culture and requires strong organizational skills and attention to detail.
The Talent Acquisition Specialist is responsible for overseeing the entire recruitment process. This role involves collaborating with hiring managers to identify business needs and create effective hiring strategies while enhancing employer branding efforts to attract top talent.
The Internship HR / Admin is responsible for supporting various human resource and administrative functions within the company. This role offers interns the opportunity to gain hands-on experience in a dynamic corporate environment.
The Recruiting Solution Value Advisor is responsible for enhancing customer satisfaction and driving the adoption of SAP SuccessFactors Recruiting solutions. This role involves collaborating closely with clients to ensure they realize sustained value from their investments, leading to successful renewals.
The Admin Executive is responsible for managing essential HR procedures within the organization. This role plays a crucial part in ensuring smooth operations and enhancing employee experiences throughout their journey with the company.
The People & Culture Senior Executive / Executive (Expat & Recruitment Management) is responsible for managing international assignments related to expatriate employees. This role plays a crucial part in ensuring compliance with labor laws while supporting HR departmental development and recruitment processes.
The Regional Payroll Specialist is responsible for managing end-to-end payroll processing across multiple Asian markets. This role ensures payroll accuracy and compliance while driving continuous improvement in payroll processes.
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.