C&B Assistant Manager

3.1 Compensation & Benefits
BUDGET PLANNING
• Plan headcount budget and monitor number of headcounts across company.
• Plan and monitor all staff costs including salary, incentive, bonus, allowance, welfare, wellness, retirement, insurance and other rewards and perquisites [protected info]
REMUNERATION DESIGN
• Design and implement effective pay structure including market position, salary range, salary band, pay mix analysis, bonus [protected info] align with business growth.
• Develop and monitor execution of policies, procedures to cover scheme of remuneration, labor contract, compensation and benefits, including retention, insurance programs, retirement plans, sick leave, time off, and vacation.
• Analyze to design, build and renew Compensation and benefits scheme to maximize employee's wellbeing.
• Manages annual Compensation Review to include salary review, updating salary bands, merit budget recommendations and bonus plan.
• Periodically conduct job matching and salary benchmark from market to create an effective C&B solutions and salary review annually.
• Conduct internal and external studies to ensure that the incentives & benefits and retention strategy are competitive and responsive to the market.
• Proceed monthly payroll, incentive, allowance and bonus payout on time with accuracy.
HRIS MANAGEMENT
• Manage and control all valid hard copy documents of employees (profiles, CV, Qualification...)
• Make sure employees data and information are latest updated and well managed.
• Operate and manage C&B software to keep employee history information (HRIS) updated and accurate.
COMPLIANCE MANAGEMENT
• Develop policies and procedures to ensure C&B operation are well performed and complied with local legislation.
• Control all C&B activities in terms of payroll, labor contracts, policies and benefits, timesheets, leaves, HRIS update, internal & external labor reports to ensure all initiatives to comply with local legislation.
• Manage and handle all compensation and benefits terms for expats to comply with local legislation.
• Ensure all C&B operational initiatives and process are complied with legal requirements and company policies.
• Be responsible to communicate and instruct employees to follow government requirements including personal documents, PIT...
• Be responsible to prepare any reports per required by external and internal stakeholders.
• Performs labor issues or disciplinary process if any violation of company regulation or requirements.
• Keep employees well communicated of C&B programs & policies to ensure they follow properly.
• Deliver training to instruct employees on C&B operational policies and process.
3.2 Recruitment
• Supporting the HR team with recruitment and talent management activities.
• Develop policies and procedures for recruitment as needed.
• Build strategies to maximize effectiveness of different posting channels to increase attraction of candidates from internal and external (job boards, social media, career events, internal applicant system, referrals...)
• Monitor, analysis and make reports on recruitment metrics, KPIs... to understand the situations and take proper actions promptly.
• Manage quality of hiring in terms of cost per hire, time to hire, probation pass...
• Work with hiring managers to capture the need of hiring, job purpose, job requirements... for posting.
• Proceed screening and initial interviews to shortlist qualified candidates for further steps.
• Provide necessary preparation to get new hire onboard (offer letter, probation contract, probation performance evaluation, induction plan...)