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The Assistant Manager, HR & Admin will manage human resources and administrative functions, ensuring effective recruitment, training, and employee relations. This role requires strong communication skills and experience in HR management within a sizable organization.
A dynamic internship role focused on managing campus recruitment, candidate selection, and talent sourcing for graduate and internship programs. This position supports the Talent Acquisition team in identifying high-potential talent while fostering relationships with academic institutions.
We are looking for a detail-oriented HR Assistant to join our team. This full-time role involves supporting various HR functions, including recruitment, employee record management, and policy implementation.
Responsible for managing end-to-end payroll processing and ensuring compliance with statutory regulations. This role involves coordinating with HR and Finance to maintain accurate records and support salary disbursements.
A full-time, non-management Human Resources role providing administrative support, record maintenance, and candidate assistance at the Kota Kinabalu Marriott Hotel.
A proactive Payroll Intern role supporting regional payroll operations and compliance across East Asia and Pacific regions. This position offers hands-on experience in data management, statutory reporting, and HR systems within a diverse global team.
The Assistant HR Manager will oversee payroll processing and ensure compliance with HR policies. This role involves managing employee relations and providing support to various business units within the organization.
A Full-Time, non-management role responsible for coordinating HR administrative functions, maintaining personnel records, and providing exceptional support to employees and job candidates at the Kota Kinabalu Marriott Hotel.
Seeking a highly organized HR Intern to support the Alor Setar HR team with record auditing, digitization, and logistical file transfers during a plant closure. This role provides unique exposure to organizational change management and HR compliance.
By SuperJobs Career Team · Updated May 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.