Manage the full spectrum of the compensation and benefits function of the Group, typically includes compensation, benefits, personal budget planning, human resource technology solutions, and employment law.
Responsible for implementing compensation and benefits programs, monitoring salary structures, balancing staffing needs with cost controls, and helping ensure that policies, procedures, and programs are in alignment with the organization’s overall strategic objectives and HR vision.
Responsibility:
Operations Budget Plan & Management:
• Reconcile usage employment cost with finance periodically, and deliver proper suggestions to mitigate the risk.
• Manage and review the employment cost budget & forecast for the whole group to ensure that budget is well managed and optimized.
• Conduct the analysis of the employment cost and other related expenditures for the business administration to develop a proper annual operations budget for the whole Group.
Compensation & Benefits Management:
• Accountable for the overall management of all administration associated with Human Resource Management including but not limited to: timely and accurate payroll, labor contract management, social/ medical insurance enrollment/claims, personal income tax declaration/finalization, employee profile management, monitoring the payroll interface to ensure compliance and data integrity.
• Accountable to work with relevant line managers and directors regarding employee relations matters including but not necessarily limited to: employee grievances; terminations; salary & benefit negotiations; bonus applications; promotions; job change management.
• Coordinate HR audit reports, act as the key contact to the auditors; work out and follow up post- audit action plans.
• Ensure that all human resource functions meet relevant legal compliance requirements including, but not limited to, participating in the review of employment contracts and company policies, sending updates to relevant managers / directors regarding regulatory and legislative changes in relation to all aspects of employment, providing advice to unit heads regarding their rights and responsibilities in relation to local laws.
• Manage the Company&039;s compensation and benefit as well as employee relations programs/policies/procedures and activities for the whole Group: such as job evaluation and classification; salary administration; short- term, long- term and sales incentive plans; share/stock ownership plans; employee benefits…
Employee Communication & Relations
• Ensure the labor code, C&B policies, procedures, regulations, handbook, templates… to be communicated effectively and timely to employees with proactive, consistent, and clear instructions or approach
• Attend to employee relation problems & find the most adequate solutions and negotiate with union representatives to minimize the negative impact of individual employee grievances or collective labor disputes to prevent their recurrence in order to maintain a productive and harmonious workplace.
Salary review
• Collecting and analyzing policy information and salary in market to propose policies and programs to attract and retain employees in accordance with the common goals of the company
• Accountable for the implementation of recommendations and strategies to improve overall employee satisfaction and to reduce employee turnover, and reporting progress to CPO.
Process and Rewards
• Keep awareness and updates about the changes of company and department organization charts (job title changes, reporting line, job level, headcount…) and job descriptions to ensure the HR information system to be updated.
• Associated with Organization Development Team (HR- COE) to develop, improve and maintain the system of policies, procedures, regulations and processes related to salary, bonus and benefit
• Evaluate competitor compensation and benefits packages, research HR topics and HR best practices, and suggest improvements to enhance employee engagement.
• Understand the evolving government’s employee benefits regulations, and the shifting needs of an organization’s workforce
