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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 Required Skills role is responsible for identifying and developing essential competencies for team members. This position plays a crucial role in enhancing overall team performance and ensuring alignment with organizational goals.
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 Required Skills position is responsible for ensuring that all necessary competencies are met for the role. This position plays a crucial part in maintaining the quality and efficiency of operations within the team.
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.
The Executive Assistant is responsible for managing employee-related procedures. This role plays a crucial part in ensuring efficient operations within the human resources department at HRWork Sdn Bhd.
The Administrative Coordinator is responsible for managing essential HR procedures to ensure a smooth employee experience. This role significantly impacts operational efficiency and compliance with local regulations.
The People Operations Specialist is responsible for enhancing employee experience and driving HR initiatives. This role plays a crucial part in creating a positive workplace culture and addressing employee concerns effectively.
The Required Skills role is responsible for identifying and developing essential competencies for team members. This position plays a crucial role in enhancing overall team performance and ensuring alignment with organizational goals.
The Senior Executive, HR & Payroll (Support MY) is responsible for managing the full spectrum of payroll processing and responding to client inquiries. This role plays a crucial part in ensuring compliance with TMF Global standards while providing professional HR and payroll advice.
The Staff Compensation & Benefits Analyst is responsible for providing regional support for Micron's Total Rewards programs, primarily focusing on Malaysia. This role involves collaborating with internal partners and key customers globally to enhance the effectiveness of global rewards programs in alignment with the company's business strategy and culture.
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.