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Senior HR Specialist (Compensation & Benefits)

Job Title: Senior HR Specialist (Compensation & Benefits)
Location: Singapore
Reference: 4D8331895A53B835
Job Published: November 25, 2021 23:27

Job Description

  • Responsible for setting sales targets and monitor progression
  • Assist sales consultants by planning packages and operation strategies
  • Establish organization's work guidelines through the detailed sales process
  • Job Summary
    As an Senior HR C&B Specialist, you will contribute to the sustainability of a competitive Rewards and Performance function (Compensation & Benefits Strategy/Execution, Payroll Management, Performance Management). You shall be responsible for managing the full payroll functions as well as having the overall responsibility for C&B/ Performance Management design and analysis for Singapore. The role will require someone with strong knowledge in designing compensation and Performance management to drive High Performance as well as designing benefits plans to create a competitive advantage for Talent Attraction.

    Our partnering client is established in the 1960s and has grown into the a Motor Group, which was ranked as the world's top 10 largest automaker since and includes over two dozen auto-related subsidiaries and affiliates.
    South Korea's largest automaker, sold 659,565 cars in the Korean domestic market in 2010, reaching a market share of about 45 percent. Outside Korea, the company sold about 2.9 million cars in 2010 in over 186 countries through some 5,300 dealers.

    Roles & Responsibility
    [ Compensation and Benefits Strategy & Execution ]

  • Develop C&B policies, processes and guidelines
  • Assist in HR reporting including attrition, staff demographics, budget report and forecast etc
  • Provide analytical support in salary benchmarking and pay structure review to determine company's competitive position
  • Oversee the development, alignment, implementation, and maintenance of the compensation programs, including organizational design, market benchmarking, salary structures and developing salary budgets, to analyse and improve the internal equity and competitive market position.
  • Leads and manages C&B projects for the organization, including performance management, salary review, incentive programs and other HR projects to support business needs.
  • Communicate with, educate and train all levels of management and employees on compensation, classification and benefit matters.
  • Review and ensure all C&B programs, policies and practices are in compliance with regulatory requirements, providing recommendation as new regulations are enacted.
  • Perform other occasional tasks/duties related to the job
  • [ Payroll Management ]

  • Responsible for payroll administration covering the full spectrum of payroll for staff and timely salary pay-out
  • Respond to and resolve employee inquiries regarding to payroll issues or concerns
  • Liaise closely with managers, executives on overtime and allowances payment
  • Verify and process payments
  • Keep track of all employees' leave records and update on a monthly basis
  • Takes effort to remain informed at all times of new MOM, Statutory Acts & legislations which may affect employees' benefits and compensation
  • Ensure compliance of statutory requirements & Government regulations on matters pertaining to payroll and terms and conditions of service
  • Liaise with statutory board when required to
  • Manage all statutory submissions, payments and processing of government claims
  • Maintain HRIS system and work with system provider to ensure changes/updates are fully tested and implemented
  • Generate manpower cost and reports for management review
  • Provide payroll related information for internal and external audits
  • Maintain proper document filing and documentation
  • Any other HR duties/projects that will be assigned from time to time
    [ Performance Management ]
  • Responsible for the planning and conducting of the annual performance appraisal exercise including being the secretary at the performance appraisal sessions and liaison with various parties involved in the performance appraisal exercise;
  • Formulating or updating performance management policy including the promotion and progression framework;
  • Keep the performance appraisal SOP up to date
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