HR Executive

Key Responsibilities:

1. Reward Management & Implementation

• Maintain and implement comprehensive reward management framework by evaluating internal equity and external competitiveness while in alignment with business objectives and legal requirements to ensure competitiveness within the market for great employee value proposition (EVP).

2. Compensation Management & Implementation

• Coordinate and facilitate the administration of employee benefits, such as insurance coverage, medical plans, claims, and other relevant compensation and benefits items, by tracking and monitoring their validity, ensuring comprehensive and timely support for employees.
• Implement compensation programs, ensuring alignment with industry benchmarks and internal role valuations.

3. Payroll Processing & Management

• Manage and implement the payroll through timely and accurate processing and coordination with finance, and other relevant parties whilst adhering to legal and statutory payment requirements, ensuring employees are paid correctly and on time.
• Ensure the accuracy and integrity of payroll data by conducting regular audits and addressing discrepancies promptly, contributing to financial stability and compliance.
• Facilitate effective communication and data flow between payroll, HR, and finance departments to ensure seamless payroll processing and integrated reporting.

4. HR Modules & HRIS Management

• Oversee and maintain HR-related modules, such as payroll and benefits, within the Human Resources Information System (HRIS) by ensuring data accuracy, system functionality, and integration with other HR processes, providing efficient and effective HR operations.
• Enhances the reliability and efficiency of HR operations, supporting overall business goals through effective HRIS management.

5. Reporting and Analysis

• Compile and analyse compensation and benefits data by collecting relevant metrics and preparing detailed reports, providing insights and recommendations for continuous improvement.
• Supports data-driven decision-making and ensures the effectiveness of compensation and benefits programmes.

Professional Qualifications and Experience

• Degree or postgraduate qualification in Management, Human Resource or any relevant discipline.
• Minimum 3 years of experience in payroll/compensation background, or 2 years HR generalist.
• Understanding of the Employment Act 1955, Labor practices, Industrial Act 1967 and other relevant law pertaining to employment.
• Strong knowledge in salary structure and development, benefits and compensation, survey/benchmarking and job evaluation system.
• Exposure and general understanding of the Total Rewards.
• Excellent communication and interpersonal skills, with the ability to effectively collaborate with diverse stakeholders.