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    English Tiếng Việt


    January, 2024


    Description :

    • Manage and oversee the end to end monthly payroll process, including the processing of overtime payments, handling miscellaneous HR related reimbursement, preparing monthly payroll reports and government statutory submissions.
    • Ensure the accurate and timely disbursement of salaries, in compliance with government regulations, as well as the clauses outlined in the Employee Handbook.
    • Maintain accurate and up-to-date employee records and data within the HR Database, both in the HRIS system and hardcopy filling.
    • Draft, administer, and update the employee benefits clauses, as well as relevant documentation.
    • Take charge of announcing employee onboarding and offboarding processes internally and to relevant stakeholders.
    • Assist and support HR engagement programs and activities, including administrative tasks such as managing time schedules, preparing rundowns, handling invoicing, coordinating payments, and etc.
    • Assist in Exit Process by preparing resignation documentation, scheduling exit interview session, compile exit checklists and manage access removal for resigning employees.
    • Undertake ad hoc administrative tasks as assigned.

    Requirement :

    • Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
    • A minimum of 1-2 years of experience in HR roles with a focus on payroll processing, benefits administration, and employee data management.
    • Familiarity with HRIS systems and proficiency in using HR software for payroll processing and data maintenance.
    • Analytical skills to compile and analyze HR-related data and reports will be added advantage.
    • Strong understanding of payroll processes, labor laws, and regulations related to compensation and benefits.
    • Proficiency in using Microsoft Office Suite and Payroll Software. Experience in using HRMS will be added advantage.
    • Strong communication skills for internal and external correspondence.

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