Giám Sát Bộ Phận Tiền Lương

* Operator Wages : lương công nhân
- Operator Wages-related Policies and Procedures:
+ Implement operator wages-related policies and procedures under the guidance of Operator Human Capital Management Services & Administration Manager.
+ Audit related departments to ensure they adhere to the policies and procedures to support the operator payroll
- Enquiry Handling: respond to operator enquiries regarding their wages.
- Problem Resolution: resolve issues with operator payroll under the guidance of the Operator Human Capital Management Services & Administration Manager in compliance with local laws.
- Payroll Analysis:
+ Compare the payroll data against budget and historical records to identify variances.
+ Identify root causes of the variances and take the necessary actions to address the variances under the guidance of the Operator Human Capital Management Services & Administration Manager.
- Local Market Data:
+ Understand and collect the local wages and benefits data and overall employment market situation.
+ Benchmark the current wages and benefits practices against the local market situation.
* Payroll Records: Hồ sơ tính lương
- Hold IEs accountable for:
+ Payroll Slips: prepare payroll slips before payment is released to each operator.
+ Payroll Records: prepare and keep daily payroll reports on the server for other work units’ checking
* Social Security, Pension and Income Tax Support: Hỗ trợ Bảo hiểm xã hội, trợ cấp và thuế thu nhấp
- Social Security and Pension Administration: administer the contributions to social security and pension on a timely and accurate basis based on defined approval processes
- Individual Tax Return: provide the necessary support to file income tax returns for operators as appropriate.
* Managerial Leadership of Immediate Team
- Supports Factory achievement of % competent and engaged people KPIs
+ Context: communicate the “bigger picture” context in which IEs need to plan and execute work (e.g. world, country, industry, Group, customer and inter-departmental considerations).
+ Collaborative Teamwork: establish process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level
+ IE Performance Management*: agree on SMART goals and assignments with each IE and provide continuous managerial guidance and feedback. Provide support for enhancing performance in the current role, conduct mid-year progress reviews and determine year-end performance appraisal ratings.
+ IE Development*: assess the strengths and development needs of each IE and coach him/her in developing their FSKs and MLCs in line with the Role Profile of his/her current job.
+ Recognition and Reward: provide differential recognition and recommendations for reward incentives for IEs (pay, promotion, development opportunities).
+ De-selection: recommend re-assignment or termination of IEs where appropriate, supported by a fair “due process” and structured performance improvement program.
+ Appeals Process: provide an appeals process for employees one level down (EoDs) who have a grievance with his/her Immediate Manager (IM).