Just google and see this: HR Assistant Manager Needed!! (C&B) Salary up to 5K!! - Search / Recruitment Firm

Not sure the indicated range include CPF, bonus etc

The job ad requirements of experience (e.g. ~5years) seem to match closely to the earlier post. But there is a huge discrepancy in C&B (i.e. max 5K vs 7.5-10K) for C&B HR personnel. Any insiders to comment?

Considering switch
 

Dear all almighty HR/Recruiters, I have 5+ yrs exp in banking sector. If I wish to make a career switch to become recruitment consultant for the banking sector, how much basic pay /pay cut can I expect? Not sure if my previous exp in banking would be considered by hiring recruiters. My current basic 6k. Thanks.

My understanding of recruitment consultant is not much different from a sale job. Hence, exp doesn't count much - it's your network that counts. Typically, the compensation = basic + commission. Those who did very well are those that can successful "match" high-level positions consistently e.g. 6 month salary etc. Not unlike those property agents that can "sell" sentosa cove properties all year round.

Similar to property agents, recruitment consultants need to match buyers (employers) and sellers (candidates) expectations. Typically, it involves asking sellers to "lower" their prices and "buyers" to up theirs. It's always in agents' interests to "inflate" prices.

This is an ops role that does mainly C&B admin. I would say 5k is way too high and probably just a catchy advert slogan, I expect they will likely offer 3.8 - 4.5k depending on exp. This is completely different from a C&B specialist role.

I am a recruiter and know which company because I was also approached by them to recruit a job with exactly the same JD. They have been spamming all the agencies for the past 6 months with this job.

It is a local subsidiary of an Indian conglomerate and I spoke to their HR Director who is clueless about the job market. Basically they are looking at someone with 5 years of MNC Asia Pacific C&B experience in strategy and policy. I was told the budget is "up to 5k" which I politely told them they would never be able to get anyone like that with this kind of pay

I advised they at least double the budget or make do with much lower requirements. The lady took offence and went on a tirade over how youngsters nowadays only want high pay. In the end I declined to take up the comission as I knew is just wasting time. Sure enough up till now so long already still no takers.

Not sure who's correct, as there're 2 conflicting posts. Assuming this post is correct, as the JD doesn't sound dead-end admins.

Well, if the HR director is only paid $6-7K, how can you expect her to pay her subordinate higher, rite? :p

Just took a look at past correspondence and 99% confident is the same job I was told to recurit for half a year ago.

The JD is definitely not admin and my impression talking to the company is that they are looking for experienced specialist, but yet want to save on pay. The hiring HR Director seem to just peg the budget on her existing HR AMs who are generalist admin. Quite a nice lady character wise, but complete clueless on a professional level. Likely her pay <10k.

If they wait long enough might come across a jobless candidate desperate enough to take up, but probably CMI calibre.

5k budget for someone who suppose to do strategy design!?!? This company is dreaming

Anyone got experience working at global HR consulting firms before? Specifically compensation consulting. Which ones are good? Other than the top few (Mercer, Towers Watson, Hay Group, Aon Hewitt, etc.) what other smaller firms are good to go for?

Try to avoid going for those small operations. No career progression and CV looks bad when you want to move on few years down the road. If you cannot get in the few big ones, its better to look for good corporate HR in big MNCs.

Does anyone know of any other HR consulting firms besides the ones listed above?

The smaller ones in Singapore are:

HRBS - Trying to grow and compete with the big boys, but still very small currently
PWC / E&Y - They have a very small HR consulting arm
ECA - Mainly does expatriate related C&B
Carrots - Mainly does GLC related C&B, this one I heard got a very bad reputation in the industry
Alexander - Mainly does sales related C&B
Boardroom - More slanted towards operations C&B

Base on what I hear from people who have joined all these firms, except ECA none of the rest can really build your career or learn much. ECA only join if you want to specialize in global mobility.

worked in carrots before. would agree on bad rep in industry, but the amount of work you do is insane so i wouldn't say you don't learn anything.

May i know how much can a executive search consultant earns?i assume this job is a recruiter bt will handle management level from executive level onwards.
Whats the basic pay?career prospects?and how the commission is calculated?(breakdown)
Hope for some enlightenments :)
Lots of thanks.

Most executive search consultants do not handle managerial level recruitment as they are too low level and best left to recruitment agents. Basic pay is ~15 - 20k with commissions calculated at about 35% - 45% billings above floor.

Hi appreciate some advice from HR experts here.

I receive an offer for a HR Analyst (Strategy Reporting) in a big Aussie MNC in the resource sector. The offered pay is $7900 with AWS and 3 months variable bonus. My expected pay is $8400, so anyone can advise if I should negotiate for more?

I have close to 5 years business partnering experience in 2 industries and wondering if what they offer is competitive.

TIA for any help.

May I ask which job in your career is this? (2nd job, 3rd job, etc.)

If they want you they will pay for the extra $500. Most mid career analyst jobs in HR are at 8-9k average anyway.

Hi all, I need advise.

I have been in the HR role for about 5 years dealing C&B, recruitment and some administrative stuffs. I am thinking how should I articulate into the next level. I hope to be involved into areas like talent management and organization development.

I stumbled upon the Master of Science in industrial organizational psychology offered by City University of New York in Singapore. Any thoughts of this program?

Seems like you were mostly doing a lot of generalist stuff for the past 5 yrs, why suddenly want to move into specializing in talent and OD? These are highly sought after roles which I doubt any company will just hire a ops generalist to take up.

If you want to move into spec area, at least go for C&B or recruitment where you have some admin exp maybe still got 10% chance, blindly apply for spec areas you have no prior exp like talent & OD chances are close to 0.

For HR all these certs are useless, what you need are the right connections and strong specialist experience in a big global MNC.

Dun waste time & money on non-technical Masters like org pyschology. You won't learn anything from those unless you are already in a senior management position.

Look at all the senior and high paying hr people, hardly any of them got anything more than basic degree.

Do MBA can move up to be HR Directors

Experience counts too. Not just about paper qualification.

hr pay is good

I want 2 join your company. I in HR work until like bangala.

I don't deny remuneration for HR positions are desirable. But do please consider working hours. HR officers at my end often put in extra hours without OT claims.

heard hr pay & benefit goods

Hi all the hr gurus, any advise on the working environment and reputation of RecruitFirst (a recruitment consultancy under HRnet One umbrella), or HRnet One in general? Please advise, thanks!

Just another one of the hundreds of manpower agency in SG. Anyway the industry turnover so high most ppl dun even stay for 1 year, go in there money no good or lousy environment just jump to another setup.

Help needed from a junior
 

Dear all,

I'am 21 this year, a graduate from poly with an events background. I wish to embark into the learning and development sector in future, but wouldn't mind starting from a HR assistant due to the lack of experience.

I have also applied for Bachelor in Business under uniSIM ( part time ), and a full time HR job at a healthcare industry. Pending replies for both.

1) Is it necessary to get a degree for better career prospects in HR?
2) Is it appropriate to start as a HR assistant? What are ways to progress better?
3) Is L&D worth progressing to in a healthcare industry?

Really hope to seek advices from all of you, thank u!!

Are you interested in L&D curriculum design and strategy or L&D training & admin? These 2 very different, one is specialist one is generalist.

Re: help needed from a junior
 

my take would most prob be training and admin. Not very sure what Design&Strategy is about too.

Well if it is a generalist ops training role then is very straight forward. Just buy one of those pte uni degrees (at least make sure accredited by MOE), doesn't matter actual discipline as long as it has something to do with business / commerce / management.

Meanwhile can grab some generic HR jobs like HR Assistant / Officer, doesn't need to be training because most of these jobs is general support for all transactions, so you will get some training admin exposure one way of the other.

Once you finish getting the degree, can go apply for a generic HR / Training Exec job and just go from there can already.

help from junior
 

I see. Thanks for this input man! Was just wondering if getting a degree truly helps or I could actually save the cost and start small as a HR assistant > hence the dilemma

Degree is to help you get the exec title, no need too fancy, buy one from MDIS, Kaplan, SHRI etc is good enough for show. If you have a bit of spare cash can consider buying from SIM also which is slightly more expensive.

But u better reconsider what u want to do long term, training admin is honestly a dead end job.

thanks for the advices! Really? oh all along I thought training makes quite a good prospect! what do u all think is the best dept in HR acrding to your experiences?

I wouldn’t say training ops is total dead end, just that got very limited career prospects. The typical guy who does training ops all his life is usually a friendly uncle/auntie who is popular but got no decision making power at all. The old ones get a sexy title like Manager / Director, but they are essentially doing an associate job. The title is to recognize their experience and long years of service.

The pros is that it is usually a relatively relax job within HR since there is no management responsibility or hard KPIs to meet. Talking to staff part is also much easier since most people treat training as either SOP go through motion thing or an opportunity to take a break from work.

Cons is low pay progression - many of these guys in the industry are near retirement and cannot even hit 10k monthly. A small percent of top performers in training will eventually move into BP or L&D or OE specialization areas in their early 30s in order to progress.

I see! What is the diff between L&D and training admin? All along I thought both are somewhat the same. Do you know which department deals with planning events for the company? Like D&D etc etc?