HR SSC - Senior HR Specialist

Job description

Company Description We are SGS – the world’s leading testing, inspection and certification company. We are recognized as the global benchmark for sustainability, quality and integrity. Our 99,600 employees operate a network of 2,600 offices and laboratories, working together to enable a better, safer and more interconnected world . Job Description Primary Responsibilities Provide timely human resources services to the internal clients across the APAC countries under the Regional Shared Services Centre, which include liaising with different countries HR Business Partners to ensure services meet required standards and liaison with third party suppliers to ensure the service delivery is in meeting the requirements and expectations of the service centre. Focus of the Specialist: Compensation & Benefits (including Payroll, Fringe Benefits Administration & Reward Administration) Human Resources Information System – HRIS (including HR Sharepoint and HR Teamsites / Intranet, Social Media – Viva Engage & local statutory board portal support). HR Policy, Procedures & Process Flow (including Legal & Standard Compliance, Global/Regional Reporting, Documentation & Archive Practise) Specific Responsibilities Provide timely and effective services in various functions / areas of the HR Service Centre in meeting the Service Level Agreement (SLAs) and the stakeholders’ concern, particularly on Payroll and Benefits matters. Performs the day-to-day HR service centre processing, including Payroll, Compensation & Benefits, Employee Welfare, HRIS, as well as liaison with different stakeholders in APAC countries. Act as the Payroll Champion to ensure the accurate and effective system configuration in line with the short-term and long-term plans of the APAC countries, as well as compliance to the country-specific legal requirements and IT governance standards: Review, design, test and implement HRIS related solutions (such as Dayforce/Ascender HRIS, Technosoft HRIS, SmartRecruiter, HR dashboard, etc) to drive HR operational effectiveness. Maintain and review existing systems and recommend improvements / standardization / upgrading. Review HRIS data to ensure quality and relevance of its solutions/programs to stakeholders. Diagnose and troubleshoot issues relating to software packages, hardware issues, security, password problems, etc., as part of supporting stakeholders' day-to-day IT queries/requests. Develop training materials and educate employees on the usage of existing / new / updated systems to equip employees with the necessary knowledge to operate such systems. Work closely with external IT vendors/consultants on system upgrade/improvement initiatives to facilitate smooth running of such initiatives. Manage the ongoing day-to-day HRIS and data integration between various system platforms (such as Workday, Dayforce/Ascender HRIS, SmartRecruiter, BOSS, etc.) to ensure the smooth running of HR operational activities. Develop the expertise to access data, report from all platforms, and consolidate data into meaningful reports and presentations. Provide comprehensive analytical and reporting support to identify opportunities to impact operational results, make changes to processes, and support strategic initiatives. Managing the administration support, including HRIS administration, payroll processing, letters and contracts preparation. Act as the Compensation & Reward Champion to support the design and implementation of the compensation and benefit programs to meet the different countries’ objectives for internal equity and external market competitiveness: Provide support on the design, review and recommend system solutions that could deliver effective compensation strategy for APAC countries. Conduct competitive market analysis of total C&B practices through participation in relevant compensation surveys across APAC countries. Provide analysis based on the internal data about the organization's current employee population and future HR needs along with external market data for countries HR Business Partner to develop reward budgets and forecasts. Design, analyse, evaluate and grading of jobs leading to maintenance of the Company’s job structure and levelling. Also collaborate with countries stakeholders to ensure proper leveling within the organization’s job framework; perform job audits. Provide guide to stakeholders on HR applications usage, as well as provide support to internal stakeholders. Partner with countries HR Business Partner and business stakeholders to facilitate the compensation for new hires, promotions, transfers, and other compensation actions; Ensure compensation programs are consistently administered in compliance with internal policies, historical practices, and applicable federal, state, and local statutory requirements in the APAC countries. Facilitate and support C&B annual activities including the annual salary review and bonus plan. Ensure the daily activities in the HR service centre are comply to the standard work procedures and related legal requirements. Continuous strike for “zero error” target in achieving the “Centre of Excellence” in HR deliveries. Maintain a high performance culture within the service centre. Analyse variances in operations and initiate cost reduction as appropriate. Adherence to SGS Health, Safety and Environment (HSE) Policy by uphold a good safety behavior and exercising necessary standard and process when carry out your responsibilities at all times to ensure compliance to the HSE requirements. Perform any other responsibilities as assigned by your reporting manager and/or Senior Management Qualifications Degree/Diploma in Human Resources, Economics, Business Administration or equivalent. Minimum 5 years experience in human resources, preferable with exposure in payroll, compensation & benefits functions in multiple countries in APAC region. Experience with job evaluation method and job analysis systems and experienced in conducting salary and benefits benchmarking. Demonstrate sound knowledge in Payroll Applications (Workday, Dayforce / Ascender, Technosoft) & HRIS trends, best practices, design, solution evaluation and the use of appropriate technologies. Knowledge in Employment Act, ISO9001 or relevant shared service standard is an added advantage. Knowledge in using computer/MS Office is a prerequisite and exposure to process automation (such as Power Automate, Copilot Studio, RPA) is an added advantage Key criteria to success: Zero error in delivering HR services. Prompt action in managing every enquiry from the employees. Eliminate waste & improve efficiency of services. Key relationship: Country HR / Business Stakeholders Employees System vendors / service providers Additional Information