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The Rewards Manager, SEA is responsible for leading initiatives to enhance employee growth and engagement across the SEA region. This role significantly impacts the company's mission of promoting health through food by developing and implementing effective compensation and benefits strategies.
The HR Services Operations (Payroll) Specialist (Korean 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 Head of Human Resources is responsible for leading the HR strategy and operations at MM Century. This role involves managing a small HR team and ensuring alignment with the company's sustainability goals while transforming HR into a strategic partner for the organization.
The Internship for Human Resources (Talent Acquisition) is responsible for supporting the recruitment process within Upgrowth HR Sdn Bhd. This role offers a dynamic environment where interns can learn about talent acquisition strategies and gain practical experience in human resources.
The Human Resources Administrator is responsible for sourcing and contacting candidates through various job portals. This role plays a crucial part in ensuring a smooth recruitment process and building a strong workforce that aligns with the company's goals and values.
The Internship for Operations is responsible for supporting various aspects of recruitment and HR operations. This role involves collaboration with store teams to address hiring needs and enhance employer branding efforts.
The Payroll Executive is responsible for managing the end-to-end payroll process. This role ensures accurate and timely salary disbursement while maintaining compliance with local labor laws and statutory regulations.
The HR Services Operations Associate / Analyst (Japanese Speaking) is responsible for providing high-quality support throughout the entire Hire to Retire (H2R) lifecycle. This role serves as a central point of contact for employee inquiries in a client-facing BPO environment, ensuring smooth execution of HR processes.
The Human Resource Executive/Senior Executive is responsible for managing comprehensive Human Resources functions. This role significantly impacts the organization by ensuring compliance with Malaysian regulations and overseeing daily HR operations.
The Coord-Training is responsible for managing administrative tasks within the Human Resources department. This role plays a crucial part in supporting the HR team and ensuring efficient office operations.
The Payroll Intern (Korean/Japanese speaker) is responsible for supporting the regional team in East Asia and Pacific with payroll operations. This role offers an excellent opportunity to gain hands-on experience in a global environment while collaborating with various departments.
The HR Services Operations (Employee Services) Associate / Analyst is responsible for serving as the central point for employee inquiries and supporting various workforce-related HR policies and programs. This role impacts employee satisfaction and operational efficiency by ensuring high-quality service in HR 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.