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The E-commerce & Digital Marketing Executive is responsible for managing payroll information and transactions. This role plays a crucial part in ensuring compliance with company policies and statutory requirements while enhancing the efficiency of payroll operations through collaboration with various departments.
The HR Compensation & Benefits Advisor is responsible for managing compensation and benefits programs within the organization. This role plays a crucial part in ensuring alignment with corporate standards and local regulations while enhancing organizational efficiency.
The Executive, Payroll is responsible for processing monthly payroll and ensuring compliance with statutory contributions. This role plays a crucial part in maintaining employee satisfaction and operational efficiency within the organization.
The Human Resources Coordinator is responsible for managing the recruitment process and ensuring effective communication with candidates. This role plays a vital part in building a strong talent pool and enhancing the overall hiring experience at 7E Hometech Sdn Bhd.
The Human Resources Executive (Manpower) is responsible for managing the recruitment and selection process within the organization. This role plays a crucial part in ensuring a smooth onboarding experience for new hires and maintaining effective HR operations.
The Human Resource & Admin Executive is responsible for managing the full spectrum of HR functions. This role plays a crucial part in fostering a positive workplace environment and aligning HR strategies with business objectives.
The Head Of Total Rewards is responsible for overseeing the development and execution of comprehensive total rewards strategies that align with the organization's goals. This leadership role significantly impacts employee engagement and retention through innovative reward solutions across diverse markets.
The Senior Associate, HRP (Support AUS) is responsible for managing client employee payroll setups within the HR3 payroll system. This role plays a critical part in ensuring accurate payroll processing and compliance with relevant legislation for clients in Australia.
The Executive, Human Resource Business Partner is responsible for supporting day-to-day HR operations and acting as a strategic link between HR and business units. This role involves partnering with leaders for workforce planning and managing HR initiatives to enhance employee engagement and compliance.
The Internship HR Intern is responsible for supporting the HR team in various administrative tasks. This role offers a comprehensive introduction to HR functions and the opportunity to engage with employees across the organization.
The HR Executive (Talent Acquisition/ Personnel Services) is responsible for managing the recruitment and personnel services within the organization. This role involves engaging with various departments to fulfill manpower needs and promoting the company's brand through recruitment initiatives.
The Human Resources Officer/Executive (Payroll And Analysis) is responsible for managing payroll processes and conducting analysis to support HR functions. This role plays a critical part in ensuring accurate payroll management and providing insights for strategic HR decisions.
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.