Job Purpose
- Control employee costs effectively
- Provide strategic inputs to develop best practices and competitive C&B structure to meet remuneration strategies, such as market midpoint analysis, structure of incentive plan designs, and performance bonus program process.
Working Relationships
- Reports directly to the HHR and directly assists the HRM on compensation and
benefits strategic inputs. Supervises the compensation and benefits function of
the Human Resources Department.
- Liaise with the Social Insurance Dept, Immigration, Dolisa, Police, and Tax Depts.
External: Tax Dept, Dolisa, Police, Immigration, Social and Health Insurance Dept
Internal: ILA staff at all levels
Responsibilities
Remuneration structure:
- Assist HHR in developing the human resources budget and periodically review the HR
- Update the salary scale
- Develop and periodically review the remuneration structure
- Periodically review job specifications, conduct job matching, and salary surveys
budget
- Report on monthly employee cost
Cash compensation and Non- cash benefits:
- Proceed with monthly payroll calculation and relevant cash compensations to
- Prepare annual salary review
Vietnamese, expatriate staff, teachers, and teaching assistants
- Ensure all compensations comply with government and ILA’s regulations.
- Claim and pay allowances from the Social Insurance Department, the Insurance
Company
- Arrange staff to receive proper non- cash benefits as per regulations
- Update all staff about their eligible non- cash benefits
Reports:
- Support in completing all reports for external authorities such as Social Insurance
Dept, Police Dept, Dolisa, Tax Dept, and internal report system [ie, cost monitoring
report, employee statistic report, headcount report]
- Execute and monitor the HR budget
- Provide remuneration and strategic inputs
- Effectively update to staff internal regulations, employee handbook, and new
governmental regulations
HRIS system:
- Be a liaison between HR, information services, external vendors, and other
stakeholders for HRIS design and implementation projects.
- Oversee and maintain the optimal function of the HRIS, which includes but is not
systems, and modules.
limited to customization, development, maintenance, and upgrade to applications,
- Serve as lead representative and liaison between HR, information services, external
vendors, and other stakeholders for HRIS design and implementation projects.
Others:
- Lead HR projects related to total rewards, job matrix, and performance management
as assigned by the line manager
- Perform reports as required by the line manager
