Compensation and Benefits Specialist

1. Job Summary

The Compensation & Benefits Specialist is responsible for managing payroll operations, employee compensation, benefits administration, and reward programmes to ensure accurate, timely, and compliant employee remuneration.

The role also contributes to the development and optimisation of compensation policies, salary structures, incentive schemes, and employee benefits. Through workforce cost analysis, salary benchmarking, and data-driven recommendations, the position supports effective cost management, employee performance, and the organisation's talent retention strategy.

2. Key Responsibilities

A. Payroll Management & Compensation Administration

• Consolidate employee information and changes, including new hires, resignations, salary adjustments, promotions, and other employment-related updates, to ensure accurate monthly payroll processing.
• Review attendance records, leave balances, regional allowances, and other payroll-related data before calculating monthly salaries.
• Prepare payroll reports and supporting documentation for approval and coordinate with the Finance Department to ensure salaries are disbursed accurately and on schedule.
• Coordinate quarterly performance evaluation processes across the organisation, calculate performance-based compensation, and prepare relevant payment documentation.
• Review salary proposals for new employees and existing staff, including newly appointed management personnel, ensuring appropriate salary placement in accordance with approved salary structures and policies.
• Prepare salary approval proposals and documentation for new hires, promotions, and compensation adjustments.
• Review requests for spot bonuses and exceptional rewards, verify eligibility criteria and budget availability, and prepare approval documentation and payment arrangements.
• Address employee enquiries regarding salary, income, and compensation-related matters.
• Consolidate employee feedback and concerns regarding remuneration, report key issues to management, and recommend appropriate solutions.

B. Rewards, Recognition & Employee Benefits

• Consolidate annual employee income data and develop proposals for additional salary payments and annual business performance bonuses.
• Coordinate year-end performance recognition and reward programmes, including:
  • Preparing annual recognition and reward guidelines.
  • Providing instructions for performance and achievement assessments.
  • Consolidating nominations from departments and affiliated business units.
  • Reviewing and validating employee achievements against established criteria.
  • Submitting recommendations to the relevant Recognition and Rewards Committee.
  • Preparing final approval and bonus payment documentation.
• Support annual employee recognition events and activities to acknowledge outstanding contributions and achievements.
• Collaborate with the Employee Relations Specialist to implement employee welfare programmes, benefits, and financial support schemes.
• Ensure all rewards and benefits are administered fairly, accurately, and in accordance with approved policies.

C. Payroll Budget Management & Workforce Cost Analysis

• Analyse historical payroll data and update workforce forecasts to prepare annual salary budgets and personnel cost estimates in alignment with business and operational plans.
• Monitor quarterly payroll fund performance across departments by evaluating generated payroll resources against approved budgets and assessing fund utilisation.
• Collaborate with the Finance and Digital Transformation teams to reconcile workforce and payroll data and ensure reporting accuracy.
• Analyse compensation and workforce cost data to prepare management reports as requested by senior management and business units, including personnel cost-to-revenue ratios and other relevant indicators.
• Lead periodic workforce data analysis on a monthly, quarterly, and annual basis to support departmental planning, management reporting, and business decision-making.
• Identify payroll cost trends, potential budget variances, and opportunities to improve workforce cost efficiency.
• Provide data-driven recommendations to support effective payroll fund allocation and personnel cost management.

D. Compensation Policy Development & Optimisation

• Lead the review and continuous improvement of compensation policies and salary regulations to ensure alignment with business strategies, organisational requirements, and applicable labour legislation.
• Conduct periodic reviews and updates of salary structures, bonus policies, allowances, and other remuneration-related regulations in response to changes in legislation and business direction.
• Conduct annual salary benchmarking and market compensation surveys against relevant industry competitors to assess the organisation's market competitiveness.
• Review salary rates, salary coefficients, and compensation structures in alignment with available payroll budgets and business performance.
• Recommend short-term salary adjustment solutions and compensation improvements when necessary.
• Design and improve performance-based reward programmes, including:
  • Quarterly KPI/OKR-based incentive schemes.
  • Profit-sharing and above-target business performance bonuses.
  • Milestone-based incentives linked to payment collection achievements.
  • Employee allowances and welfare benefits.
  • Non-financial rewards and recognition programmes.
  • Retention incentives for key employees and critical talent.
• Conduct financial modelling and cost-impact simulations to assess the implications of proposed compensation policies on payroll budgets and overall personnel expenses.
• Develop policy guidelines and communication materials to ensure consistent implementation and employee understanding across departments and business units.
• Participate in key HR projects, including Employee Value Proposition (EVP) development and other organisational initiatives, as assigned by the direct manager.

3. Authority & Decision-Making

• Request departments and business units to provide attendance records, employee movement updates, quarterly performance evaluation results, and bonus proposals within established deadlines.
• Request additional information, corrections, or reject payroll data that does not comply with established procedures and requirements.
• Recommend temporarily suspending salary, bonus, or allowance payments when supporting documentation is insufficient or discrepancies are identified, subject to management review and approval.
• Access authorised payroll, compensation, and employee information through HR management systems, with full responsibility for maintaining data confidentiality.
• Recommend amendments and improvements to compensation and benefits policies.
• Provide professional input and recommendations on salary placement, compensation adjustments, and employee reward proposals submitted by departments and business units.

4. Working Relationships

Internal Stakeholders

• Senior management and department heads.
• Finance Department and Digital Transformation Department.
• HR representatives across departments and business units.
• Managers and representatives of affiliated business units.
• Recognition and Rewards Committee.
• Other functions within the Human Resources Department.

External Stakeholders

• Tax authorities and social insurance agencies.
• Government authorities responsible for labour administration.
• Compensation and salary benchmarking consultants.
• Banks and payroll payment service providers.
• HR management and payroll software vendors.

5. Qualifications & Requirements

Education

• Bachelor's degree or above in Human Resource Management, Labour Economics, Finance & Accounting, Business Administration, or a related discipline.
• Professional certifications or specialised training in Compensation & Benefits are an advantage.

Professional Experience

• At least 3 years of experience in Compensation & Benefits or a related HR function.
• Hands-on experience in payroll processing within large-scale organisations or businesses operating across multiple subsidiaries or business units.
• Experience participating in at least one project involving the development or improvement of salary and incentive structures is preferred.
• Candidates with experience in large organisations, particularly in the energy, construction, EPC, or industrial manufacturing sectors, will be given preference.

Professional Knowledge

• Understanding of organisational strategies, business models, and operational activities, particularly in EPC contracting, energy, industrial manufacturing, and industrial real estate.
• Strong knowledge of labour legislation, payroll regulations, social insurance, and personal income tax.
• In-depth understanding of the 3P compensation model, job evaluation methodologies, salary benchmarking, and performance-based incentive design.
• Knowledge of KPI/OKR-based performance management and compensation policy development.
• Understanding of payroll budgeting, workforce cost management, and financial analysis.

Technical & Language Skills

• Advanced Microsoft Excel skills, including lookup functions, PivotTables, Power Query, and financial data modelling.
• Proficiency in HR management systems and payroll software.
• Familiarity with Power BI and AI-powered tools for data analysis and workflow optimisation is an advantage.
• Good English reading and comprehension skills, particularly for professional documents, compensation reports, and salary benchmarking studies.

Core Competencies

• Strong analytical skills, particularly in payroll data analysis, financial modelling, and cost-impact assessment.
• High attention to detail and accuracy in payroll reconciliation and error detection.
• Effective planning and deadline management, particularly during monthly payroll cycles.
• Ability to prepare compensation policies, formal documentation, and management reports.
• Strong communication, employee consultation, and problem-solving skills.
• Ability to explain compensation policies clearly and handle employee enquiries professionally.
• Effective teamwork and independent working capabilities.

Personal Attributes

• High levels of integrity, honesty, and professionalism, particularly when handling confidential employee compensation information.
• Meticulous, detail-oriented, and highly disciplined in meeting deadlines.
• Strong sense of responsibility and accountability.
• Able to perform effectively under pressure, particularly during payroll closing and annual settlement periods.
• Open to candidates of all genders.

6. Working Conditions & Benefits

• Standard working hours: Monday to Friday, 8:00 AM – 5:00 PM.
• Weekends and public holidays off, in accordance with applicable regulations.
• Additional working hours may be required depending on business needs and management assignments.
• Company-provided laptop, office supplies, and necessary working equipment.
• Comprehensive insurance coverage in accordance with company policies.
• 13th/14th-month salary, performance-based bonuses, and applicable allowances.
• Access to internal training and professional development opportunities.

HOW TO APPLY: Please send your CV to the consultant in charge:

Ms. Yen Nguyen

E-mail: yen.nguyen@ev-search.com

All applications will be considered without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or any other non-merit factor.