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The Recruitment & Future Ready Assistant Manager is responsible for supporting the recruitment and future-ready strategy of the organization. This role plays a crucial part in executing manpower planning and recruitment processes to align with business objectives and facilitate agency growth.
The Required Skills position is responsible for ensuring that the necessary competencies are met for various roles within the organization. This role plays a crucial part in enhancing team performance and aligning skills with business objectives.
The Business Support - People & Learning - Graduate is responsible for managing the full recruitment cycle and enhancing employer branding. This role involves engaging with candidates, collaborating with hiring managers, and supporting talent acquisition strategies in a dynamic work 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 company objectives.
The HRO Team Lead is responsible for overseeing a dedicated team managing HR Operations and providing employee support services. This role is crucial in driving team performance and ensuring that all HR functions align with organizational objectives.
The HR ADMIN is responsible for managing various human resources functions within the organization. This role plays a crucial part in ensuring effective recruitment, onboarding, and overall administrative support to facilitate smooth office operations.
The Required Skills position is responsible for ensuring that all necessary competencies are met for effective job performance. This role plays a crucial part in the overall success of the organization by aligning skills with operational needs.
The Human Resources Assistant is responsible for providing administrative and operational support to the Human Resources function. This role plays a crucial part in ensuring that day-to-day HR processes run smoothly and comply with company policies and Malaysian labour laws.
The Internship Employee Relations is responsible for supporting the Human Resources team in various employee-related processes. This role provides an opportunity to gain hands-on experience in industrial relations, compliance, and employee engagement within a professional HR environment.
The Required Skills position is responsible for ensuring that the necessary competencies are met within the organization. This role plays a crucial part in enhancing team performance and achieving business objectives through skill development.
The Senior Associate, HR & Payroll (MY) is responsible for managing payroll data preparation and maintenance with high accuracy and timeliness. This role plays a crucial part in ensuring compliance with statutory requirements and maintaining strong client relationships in a dynamic work environment.
The Associate Recruitment Consultant is responsible for identifying and targeting new business opportunities in the recruitment sector. This role involves building relationships with potential clients and candidates, understanding their needs, and providing tailored recruitment solutions that drive business success.
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.