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The Senior Account Executive cum HR is responsible for managing full accounts independently while also overseeing human resource processes. This role requires strong analytical skills and the ability to work both independently and collaboratively across various departments to ensure smooth and efficient operations.
The People Pillar Executive - Human Resource is responsible for supporting the People Pillar Manager in delivering human capital transformation initiatives. This role involves managing day-to-day execution and ensuring alignment with the Transformation Management Office (TMO) governance.
The Senior HR Executive (Payroll) is responsible for overseeing payroll processing and ensuring compliance with local regulations. This role plays a critical part in managing employee records and collaborating with finance to enhance operational efficiency within the HR department.
The Manager - People Experience is responsible for fostering a positive workplace culture. This role involves collaborating with various departments to enhance employee engagement and satisfaction, ultimately contributing to a thriving workforce that drives business success.
The Human Resource Executive is responsible for supporting HR management in daily operations with a focus on Compensation and Benefits. This role plays a crucial part in managing employee-related processes and ensuring administrative efficiency within the organization.
The Multi-Property Director of Human Resources is responsible for serving as the strategic HR business partner for multiple properties. This role significantly impacts talent management and employee engagement across the cluster, ensuring alignment with brand service strategies and regional HR initiatives.
The HR Partner Specialist is responsible for serving as the primary HR contact for employees and practice leaders. This role focuses on building personalized relationships and supporting individuals throughout their career and project experiences.
The Recruitment Consultant (Headhunter) is responsible for managing the full recruitment cycle from sourcing to placement. This role involves developing client relationships and matching top talent with suitable roles in a dynamic and fast-paced environment.
The Required Skills position is responsible for identifying and developing essential competencies within the organization. This role plays a crucial part in enhancing team performance and ensuring alignment with business objectives.
The Human Resources Executive is responsible for managing case investigations and disciplinary actions while ensuring compliance with labor laws. This role plays a crucial part in maintaining a positive work environment through effective handling of employee grievances and legal advisory support.
The Human Resource Admin Intern is responsible for supporting the administration and execution of employee retention and growth initiatives. This role involves managing employee data and coordinating various HR functions in a dynamic work environment.
The Human Resource Executive is responsible for managing the employee lifecycle from recruitment to performance management. This role is crucial in ensuring compliance with labor laws and fostering a positive workplace culture while aligning HR strategies with business goals.
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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.