Back to jobsDesigns the set of different compensation and benefits policies.
Implement the organization’s reward strategy so compensation and benefits outcomes meet current and future business needs and align with internal and external market positioning.
Design basic compensation structures including grading system, job evaluation system, job description policy, and promotion policy aligned with corporate culture and values.
Coordinate compensation processes such as salary planning, bonus planning, and incentive scheme development.
Provide company benefits including bonus, long service award, retirement pay, medical expenses, staff insurance, wedding benefit, funeral benefit, loans, etc.
Provide advice and policy interpretation to staff regarding human resources management issues.
Provide confidential assistance in labor negotiations and compile salary and other data for government authorities as required.
Work with Head of HR and HR Management team to develop overall C&B strategy and policies, ensure local compliance, and submit proposals for management approval.
Design compensation and benefits packages and bonus programs aligned with the company’s strategic plan to maximize organizational value.
Evaluate, improve, develop, and implement salary structures, compensation, welfare, benefits, and allowance policies and systems.
Track compensation and benefits benchmarking data through salary surveys and job matching to guide hiring decisions.
Manage annual performance evaluation and HR budget including mid-year and year-end processes, performance bonuses, merit increases, and promotions.
Ensure salaries and benefits comply with current legislation related to human rights and pay equity.
Renew compensation plans with monetary and non-monetary benefits based on employee needs.
Identify trends and implement new practices to engage and motivate employees.
Develop HR reports and conduct in-depth analysis to ensure system and legal compliance.
Supervise full payroll cycle including payroll reconciliation and headcount reports.
Supervise and maintain employee database including new hires, promotions, transfers, salary increments, and terminations in HRMS and hard copy records.
Ensure alignment between business requirements and organizational structure.
Prepare and manage HR cost budgeting aligned with annual business plans and manpower movements.
Provide consultancy and initiate new projects related to HR cost budgeting and monitoring.
Ensure annual HR cycles such as merit increases, promotions, headcount, and budget planning are completed on schedule.
Apply analytical skills to transform HR processes from analog to digital or from traditional to modern systems.
Advise senior management on salary levels and adjustments to ensure internal and external fairness.
Support implementation of regional HR projects.
Perform other duties as assigned by supervisor.