One-Stop HR Information Centre

Compensation & Benefits, Senior Executive

• Provide comprehensive analytical support to on-going compensation, evaluation, and employee benefits program including retirement plans, saving plans, and group insurance.
• Participates in compensation surveys, coordinates job descriptions, and prepares and analyses survey data.
• Prepares and monitors merit budget and assists in development of salary ranges.
• Assists in the design and implementation of compensation and benefit plans, programs, and procedures.
• Makes recommendations to offer cost effective and competitive employee benefits,

Compensation & Benefits, Executive

• Provide comprehensive analytical support to on-going compensation, evaluation, and employee benefits program.
Participates in compensation surveys, coordinates job descriptions, and prepares and analyses survey data.
Prepares and monitors merit budget and assists in development of salary ranges.
Gathers data and participates in the analysis of employee benefits issues and trends. Analyses result to determine their impact.

Human Resource, Junior / Intermediate / Senior Executive or Specialist

• Assists / supports in one or more aspects of the implementation and coordination of human resources policies and practices such as compensation, benefits, recruitment, communication, personnel development, training and manpower planning.
• Senior Executive / Specialist: Handles complex assignments and trains junior staff.
• Intermediate Executive / Specialist: Experienced employee working independently.
• Junior Executive / Specialist: Learning role working under close supervision.

Human Resource Assistant

• Assist the human resources functions in day-to-day administrative duties which may include payroll, benefits administration, filing of annual leave, etc.

Training and Development Specialist, Senior

• Organises, conducts, and evaluates internal training programs.
• Conduct training needs analysis across the organisation and business units.
• Develops instructional material and selects suitable delivery methods or training aids.
• Ensure that programs are aligned with the organisation’s business goals.
• Provides guidance to less experienced training specialists in the various aspects of training.

Training and Development Specialist, Junior

• Assists in developing and designing general and specific training.
• Assists in research and delivery of timely, relevant and cost effective training in accordance with program objectives and ensure all requisite documentation is collected while monitoring training effectiveness and employee progress.

Employee Relations Executive, Intermediate - Senior 

• Responsible for employee-related matters in the organisation such as grievances and disciplinary actions.
• Implements all formulated human resources policies.

Staffing Specialist

• Assists / supports in one or more aspects of the implementation and coordination of staffing policies.
• Handles complex assignments.

Staffing Officer

• Assists/ supports in staffing aspects of the implementation and coordination of recruitment policies and practices.
• Learning and development on the job.

Sales Manager

• Responsible for the sale of product(s) and for increasing turnover in a specified geographic region.
• Contributes to the development of the sales strategy and responsible for implementing all sales plans to support overall sales and business strategy of the company.
• Leads one or multiple sales teams and direct reports.

Key Account Manager

• Responsible for sales to key accounts.
• Attends to one or several important customers and responsible for the realisation of sales objectives within an assigned group of customers.
• Responsible for maintaining relationships with key accounts in order to achieve profitable results.
• Leads a team of direct reports.

Area Sales Manager

• Responsible for the sale of product(s) in a specified region or geographic area and for increasing turnover within the region / geographic area.
• Contributes to the development of the sales strategy and responsible for implementation of all sales plans in region / geographic area in order to achieve profitable results.

Junior Area Sales Manager

• Responsible for the sale of product(s) in a specified region or geographic area and for increasing turnover within the region / geographic area. Contributes to the development of the sales strategy and responsible for implementation of all sales plans in region / geographic area in order to achieve profitable results. Typical years of experience is between 6-8 years.

Senior Sales / Accounts Executive

• Responsible for the needs analysis, development, negotiation, sale, installation or delivery, and post-sale services to a group of clients.
• Responsible to sell products and/or services to current customers and identify new and potential customers.
• Handle complex assignments and trains junior staff.

Sales / Account Executive

• Responsible for the needs analysis, development, negotiation, sale, installation or delivery, and post-sale services to a group of clients.
• Responsible to sell products and/or services to current customers and identify new and potential customers.
• Experienced employee working independently.

Junior Sales / Account Executive

• Responsible for the needs analysis, development, negotiation, sale, installation or delivery, and post-sale services to a group of clients.
• Responsible to sell products and/or services to current customers and identify new and potential customers. Learning role working under close supervision.

Technical Sales Advisor

• Responsible for providing technical supports to the sales and business development activities.
• Analyses customer requirements and elaborates proposals and technical contracts. and analyses the service level offered. Make presentations of products to actual and potential clients.

The following are the general job description of various human resource functions for senior manager level. However, this is served as a guide only, as job description for the same position / department maybe vary from one organisation to another, depending on the actual role and function of such position / department in a particular company.

Head of Human Resources

• Leads the human resources functions for the company, with the responsibility for organising, integrating, and directing all human resources activities which support the company’s overall business strategy.
• Manages compensation and benefits, recruitment, employees and industrial relations, human resource development, education and training, and employee communications.
• Define and implements company’s short and long-term human resources strategy.
• Leads a team of direct reports.

HR Business Partner

• Key liaison with Heads of business divisions.
• Acts as Account Manager for one or more (line) business division, understands HR needs and requirements of business.
• Liaise and plan with respective HR Manager (Recruitment & Separation, Training & Development, Compensation & Benefits, etc.) to meet needs of business division(s).
• Involved in business planning of respective business division(s).

Compensation & Benefits Manager

• Responsible for the design, development and implementation of company compensation and benefit programs that support the organisation’s strategic goals and competitive objectives.
• Oversees day-to-day management of the compensation and benefit function.
• Leads the entire function and a team of direct reports.

Training & Development Manager

• Responsible for planning and implementing training and development programs for the company.
• Analyses training needs and develops plans and programs to meet those needs.  
• Oversees development of training materials and administration of training plans, including the selection and use of outside providers as needed.
• Leads the entire function and a team of direct reports.

Human Resources Manager

• Responsible for management / operations of the human resource department.
• Operates / implement policies and program that have been formulated and approved.
• Hands-on involvement in day to day operations of all / most aspects of HR.
• Key liaison for employee relations.

Employee Relations Manager

• Responsible for employee-related matters across the organisation such as grievances, disciplinary actions, and recruitment and selection.
• Implements all formulated human resource policies.

Staffing Manager

• Responsible for management / operations of the staffing function.
• Operates / implements policies and programs that have been formulated and approved.
• Hands-on involvement in day-to-day operations of all / most aspects of HR.
• Key liaison for recruitment with line managers.

Organisational Development Manager

• Responsible for design and management of the organisational development strategy of the organisation.