Compensation and Performance Supervisor

Tổng quan về công việc và trách nhiệm

I. Compensation Management • Compensation System Construction: Lead the implementation and continuous optimization of the compensation and benefits system. Regularly conduct comprehensive market research and competitiveness analysis to ensure that the compensation system has internal fairness and external competitiveness, attracting and retaining core talents. • Compensation Issuance and Execution: Coordinate the salary calculation and payment across multiple business segments of the group to ensure the accuracy and timeliness of salary disbursement. Be responsible for the preparation of the annual labor cost budget and carry out dynamic management and control, keeping the annual labor cost within ±[X]% of the budget. • Benefits Compliance Management: Rigorously review the operation of social security, provident fund, and the distribution of various welfare subsidies to ensure full compliance with national and local relevant policies and regulations. Guarantee data accuracy to avoid potential risks. Meanwhile, closely collaborate with the finance department to regularly verify labor cost data and ensure the consistency of financial data. II. Performance Management • Full - cycle Performance Closed - loop: Establish a scientific and effective performance management system. Develop personalized assessment plans based on the company's strategic goals and promote organizational performance transformation. Continuously monitor the application of assessment results to ensure that performance appraisal is closely integrated with employee incentives, promotions, training, etc., achieving a [X]% improvement in the company's overall performance through performance transformation. • Performance Dispute Resolution: Take the lead in performance interviews and dispute mediation, deeply understand employees' demands, and output reasonable suggestions for job transfer and salary adjustment. Actively promotes the implementation of performance incentive policies to stimulate employees' enthusiasm and creativity. At the same time, maintain close communication with business departments and adjust performance indicators in a timely manner according to business changes. III. System Operation and Maintenance • Digital Tool Empowerment: Be responsible for the stable operation of the attendance and performance systems and promptly handle data anomalies. Actively promote the online process of human resources management to improve work efficiency and data accuracy and reduce manual operation errors.