HR-related Jobs - How much are you earning?

Originally Posted by Unregistered

I have tried searching on job portals. Most of the general operation jobs require knowledge on MOM laws. Is it safe to say that, as a HR generalist, knowing how to do payroll is part of the job scope (Skills) ?

MOM employment laws are very basic. Nothing you cannot OJT or take a 1 day course to understand.

Payroll is very administrative and most degree educated execs don't do it. In small companies the HR exec generalist will have to do it. In bigger companies, it is usually either outsourced/offshored or handled by another payroll person.

Payroll cum HR
://.jobstreet.com.sg/en/job/payroll-cum-hr-executive-5220131?fr=21

Associate HR Specialist
://.jobstreet.com.sg/en/job/associate-hr-specialist-5221128?fr=21

HR Assistant Manager, Global HRBP
s://.linkedin.com/jobs2/view/131021399

HR Intern
s://.*************/jobs/detail/21333

Hi all,

Can some HR professionals share some insights in to the "In-house" and "Process Outsourcing" side of HR as mentioned by pomepy earlier on in the thread?

Understanding that it is tough to get into the specialist track (BP/C&B...), what are some possible tracks for a NTU graduate specializing in HR with Second Upper/First Class Hons to take if I wish to avoid generalist/administrative HR positions?

Or is it not possible to avoid them given the competition in the market?

It will be greatly appreciated if breakdowns of the tracks in terms of progression (years, renumeration) can be provided.

Constructive criticisms are also encouraged as well. Thank you all for your time.

Cheers,
Olivia

Here are some modules taken under the HR Spec:
1. Strategic HR Management & Consulting
2. Total Rewards Management
3. Talent Sourcing & Acquisition
4. Managing & Consulting through Research
5. Employment Law
6. Talent Development & Management
7. HR Technologies, Metrics and Performance Management
8. Cultural Intelligence at Work

Originally Posted by pomepy

Seems that many people are confused and interpreting the different streams of HR in a wrong way. There is also a lot of unrealistic expectations from some of you.

To start off before we go into streams, HR exist as 3 "formats" in the business world.

1) Consulting
2) In-house
3) Process Outsourcing

Consulting - Further split into HR Management Consulting, HR Remuneration Consulting, Headhunting, Corporate Training.

I know a lot of you want to enter Management & Remuneration consulting because of the pay & glamour which is comparable to front office banking. Bad news for most of you - forget about it. Even a lot of FC Honors Finance majors from SMU/NUS can't get inside, most of you with other degrees in other areas, other universities have no chance. Be realistic and stop dreaming.

Headhunting is an avenue that may appeal to certain quarters with good social networking skills. Very sales oriented where pay & commissions depend solely on your ability to close, it is not an area I'm familiar with, but if you are good at B2B enterprise level sales (i.e. interacting with senior leaders), this is the place to go to.

Corporate training is the least glamorous among consulting. Unless you are a very well-known trainer or have the necessary academic credentials to charge premiums, pay is average at best and you need to handle the logistics, sales, administration aspects of the training itself.

To be continued on in-house and process outsourcing when I have time...

Most companies really wouldnt care what modules youve done

Originally Posted by Olivia

Hi all,

Can some HR professionals share some insights in to the "In-house" and "Process Outsourcing" side of HR as mentioned by pomepy earlier on in the thread?

Understanding that it is tough to get into the specialist track (BP/C&B...), what are some possible tracks for a NTU graduate specializing in HR with Second Upper/First Class Hons to take if I wish to avoid generalist/administrative HR positions?

Or is it not possible to avoid them given the competition in the market?

It will be greatly appreciated if breakdowns of the tracks in terms of progression (years, renumeration) can be provided.

Constructive criticisms are also encouraged as well. Thank you all for your time.

Cheers,
Olivia

Here are some modules taken under the HR Spec:
1. Strategic HR Management & Consulting
2. Total Rewards Management
3. Talent Sourcing & Acquisition
4. Managing & Consulting through Research
5. Employment Law
6. Talent Development & Management
7. HR Technologies, Metrics and Performance Management
8. Cultural Intelligence at Work

I don't think it's realistic to expect people to furnish a complete breakdown of different HR tracks and their respective remuneration for each year of service. The world doesn't work in such a simplistic and linear way.

If you don't have interest in bread and butter administrative and generalist work, my suggestion is don't even bother to enter HR in the first place. Only in very special circumstance do a small minority of HR people get to do all the sexy stuff right after school. Even good people need to start off doing the basic employee facing and operations work for the first 5 years.

As for the modules you study, just leave them at home. Corporate world doesn't care about them as they are mostly ivory tower things that have no bearing to real life HR work.

HR intern
s://.*************/jobs/detail/21385

HR Talent Management Consultant
s://.linkedin.com/jobs/view/129706363

Originally Posted by Unregistered

I don't think it's realistic to expect people to furnish a complete breakdown of different HR tracks and their respective remuneration for each year of service. The world doesn't work in such a simplistic and linear way.

If you don't have interest in bread and butter administrative and generalist work, my suggestion is don't even bother to enter HR in the first place. Only in very special circumstance do a small minority of HR people get to do all the sexy stuff right after school. Even good people need to start off doing the basic employee facing and operations work for the first 5 years.

As for the modules you study, just leave them at home. Corporate world doesn't care about them as they are mostly ivory tower things that have no bearing to real life HR work.

Agree to this. This HR thread seems to attract most undergrad/unemployed/jr execs who have no interest in actually doing HR and just want to seek advice on how to get get huge pay doing high level strategic work. Everyone wants to be strategic who is going to do the actual operations work???