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The HR Services Operations (Payroll) Specialist (Japanese Speaking) is responsible for managing and leading payroll operations within a regional or global HR shared services model. This role plays a critical part in ensuring compliance with payroll, tax, and labor regulations while facilitating collaboration across local and global teams.
The Internship is responsible for providing administrative support within the Human Resources department. This role involves assisting with various HR functions, contributing to a dynamic team environment focused on employee engagement and organizational development.
The Intern, Culture - Engagement is responsible for enhancing workplace culture and employee engagement. This role involves a dynamic environment where creativity and collaboration are key to fostering a positive workplace atmosphere.
The Internship Management role is responsible for providing administrative support and assisting in the recruitment process. This position offers an opportunity to gain hands-on experience in a dynamic work environment while supporting the management team.
The HR Services Operations (Talent Development & Management) Associate / Analyst is responsible for leading the design, delivery, and management of talent development initiatives. This role plays a crucial part in driving leadership development, succession planning, and organizational capability building to enhance performance and employee retention.
The Internship Human Resources (HR) is responsible for supporting various HR functions within the organization. This role involves collaboration with HR Business Partners and contributes to the overall effectiveness of HR initiatives and programs.
The Executive, Human Capital Zone is responsible for assisting the Lead, HC Zone in aligning HR strategies with corporate objectives. This role plays a crucial part in supporting HR initiatives and advising zonal management to enhance the overall effectiveness of the HR function within the organization.
The Human Resource Intern (AI-Driven) is responsible for exploring the impact of AI on recruitment and people management. This role offers hands-on experience in a dynamic consultancy environment, focusing on automating HR tasks and enhancing employee relations.
The HR Services Operations (Employee Relations) Associate (Thai Speaking) is responsible for supporting the delivery of employee relations services for external clients. This role operates within a client-facing BPO environment, ensuring fair treatment of employees and compliance with labor regulations.
The Admin & HR Executive is responsible for supporting daily office operations and human resources functions. This role plays a crucial part in ensuring efficient administrative processes and effective employee coordination within the organization.
The HR & Admin Executive (Mandarin Speaker) is responsible for overseeing the complete range of HR functions and managing office administration tasks. This role plays a crucial part in ensuring compliance with HR-related ISO standards while contributing to a cohesive workplace environment.
The HR Services Operations (Employee Relations) Associate / Analyst (Thai Speaking) is responsible for fostering a positive work environment. This role involves ensuring fair treatment of employees and promoting effective communication between staff and management in a dynamic organizational setting.
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.