This paper examines the mediating role of employee vitality (EV) in the relationship between transformational leadership (TL) and job performance i.e., task performance (TP) and contextual performance (CP) of HR practitioners (HRP) in the manufacturing sector within the northern region of Malaysia using Self-Determination Theory (SDT), Stakeholder Theory (ST), and Conservation of Resources Theory (CRT). 300 responses were received and analysed using SmartPLS 4.0. Results indicated that TL has an indirect effect on TP and CP, mediated by EV, thus demonstrating that TL qualities of supervisors play a role in enhancing the vitality of HRP which then improves their performance.