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HR-related Jobs - How much are you earning?

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  #11 (permalink)  
Old 06-03-2012, 12:44 PM
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Originally Posted by fusion7 View Post
No. I report to Senior BP who report to the HR Director. Director would easily have exceeded 25k a month.
what industry is this? HR ppl at my company are treated like crap.

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  #12 (permalink)  
Old 06-03-2012, 01:34 PM
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Originally Posted by bioman View Post
Since it's mentioned, how much does a headhunter or recruitment consultant earn? Commission?

What a Talent Sourcing Specialist's job like?


I'm a Training & Development person, and changing new job of paycheck $4.3K after 5 years of relevant T&D experience.
Worked for 8 years since graduation though.
It depends on the firm. Some are 100% commission some got basic salary.

My offer that time was 7.5k + incentive of 35% billable amount. If you willing to work long hours and can close decently should be able to generate an additional 20-25k commission per quarter.

Talent sourcing is basically niche recruitment for certain hard to find jobs for the Company, it is a specialist recruitment job instead of the normal HR Manager who recruit generally the lower level and cmmon jobs.

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  #13 (permalink)  
Old 06-03-2012, 02:01 PM
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Wow you guys are good, I hope with experience I can reach your levels one day.

I just past 2 years doing generalist work (HR Senior Executive) in a local GLC. Pay is decent 3.9k + $200 transport allowance, but benefit is boss allow me to work at home once a week.

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  #14 (permalink)  
Old 06-03-2012, 04:13 PM
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Originally Posted by Unregistered View Post
what industry is this? HR ppl at my company are treated like crap.
Less to do with industry than whether it is frontline HR or corporate policy HR. Most people interact with frontline HR because they handle all the ops and admin matters. Sad to say they often get abused by staff.

Corporate HR like business partnering(BP) and subject matter expert(SME) in my company offer more visibility and strategic work as well as more opportunities to do cross functional & global initiatives, so in terms of pay and career progression is much better than frontline HR.
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  #15 (permalink)  
Old 06-03-2012, 06:11 PM
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Quite a lot of HR practioners hereÖ My experience is in the L&D space, officially itís a AVP project management position in a hospitality group operating a global franchise

Pay wise is comparable to other MNC Ė 14k+ now Ė but I like their staff scheme that allows me to book for rooms in any of our hotels up to USD3k worth in a year. Havenít paid for any accommodation for holidays since joining them ;-)
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  #16 (permalink)  
Old 06-03-2012, 10:28 PM
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Originally Posted by Unregistered View Post
It depends on the firm. Some are 100% commission some got basic salary.

My offer that time was 7.5k + incentive of 35% billable amount. If you willing to work long hours and can close decently should be able to generate an additional 20-25k commission per quarter.

Talent sourcing is basically niche recruitment for certain hard to find jobs for the Company, it is a specialist recruitment job instead of the normal HR Manager who recruit generally the lower level and cmmon jobs.
No wonder the headhunters on LinkedIn keep spamming me with email offers. I guess I should "avoid" them and ask companies to pay me their commission as sign-on bonus instead :P
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  #17 (permalink)  
Old 07-03-2012, 04:09 AM
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Originally Posted by Unregistered View Post
It depends on the firm. Some are 100% commission some got basic salary.

My offer that time was 7.5k + incentive of 35% billable amount. If you willing to work long hours and can close decently should be able to generate an additional 20-25k commission per quarter.

Talent sourcing is basically niche recruitment for certain hard to find jobs for the Company, it is a specialist recruitment job instead of the normal HR Manager who recruit generally the lower level and cmmon jobs.
May i know roughly how many years of experience does one need to have as a recruitment consultant before base salary can hit 6-7k like u? My impression is that the base salary for recruitment consultants are typically very low, but their commission can be a lot.

How is someone who does "talent sourcing" different from in-house HR professionals who specialise in recruitment & selection? (same thing?) Are compensation & benefits HR professionals the same as those who do "total rewards strategy"? Are these recruitment/compensation HR personnel considered as "SME" (subject matter experts) and not the typical HR generalist?

Sorry..im not in this field.. so kinda confused by all these terms used. Hope to find out more. Appreciate any advice.


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  #18 (permalink)  
Old 07-03-2012, 09:15 AM
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Good to know how the commission is calculated on average too. How many Percent of salary of candidate? Thanks!

Quote:
Originally Posted by Unregistered View Post
May i know roughly how many years of experience does one need to have as a recruitment consultant before base salary can hit 6-7k like u? My impression is that the base salary for recruitment consultants are typically very low, but their commission can be a lot.

How is someone who does "talent sourcing" different from in-house HR professionals who specialise in recruitment & selection? (same thing?) Are compensation & benefits HR professionals the same as those who do "total rewards strategy"? Are these recruitment/compensation HR personnel considered as "SME" (subject matter experts) and not the typical HR generalist?

Sorry..im not in this field.. so kinda confused by all these terms used. Hope to find out more. Appreciate any advice.
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  #19 (permalink)  
Old 07-03-2012, 10:43 AM
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May i know roughly how many years of experience does one need to have as a recruitment consultant before base salary can hit 6-7k like u? My impression is that the base salary for recruitment consultants are typically very low, but their commission can be a lot.
I have only experience with 2 headhunting firms, as there are many other firms around, I cannot vouch for what other companies do.

I see some misconception over career progression in a headhunting firm vs. the normal corporate jobs. In the headhunting space, number of years of experience is irrelevant. The firm is only interested in 2 things: 1) Your billing record, 2) Your industrial/functional/level niche

It is not uncommon to see people before 30yrs become practice leads getting >10k basic and drawing annual commissions of >200k. In a sense it is a pure pay for performance sales job, whoever closes the deal gets the promotion & money, saying I have XX years of experience or done YY number of projects cuts no ice in this industry.

My 7.5k basic isnít very high as incentives were also about the same amount, so my annual is ~50% basic vs 50% incentive, variable is much higher than a corporate HR role which is ~80% basic 20% bonus. I switched to Corporate HR to get away from the hectic KPI driven environment, total package is lower, but at least I get to go home before 7pm.

Quote:
How is someone who does "talent sourcing" different from in-house HR professionals who specialise in recruitment & selection? (same thing?) Are compensation & benefits HR professionals the same as those who do "total rewards strategy"? Are these recruitment/compensation HR personnel considered as "SME" (subject matter experts) and not the typical HR generalist?

Sorry..im not in this field.. so kinda confused by all these terms used. Hope to find out more. Appreciate any advice.
Well, the thing is these terms are used differently in different companies, so there will be definition inconsistency you need to look out for. For my company, we have 2 kinds of recruitment people. The first is the normal local Recruitment Manager or HR Manager Ė they do normal hiring for jobs <L60 (i.e. monthly basic about 18k max) and usually their candidates are local or foreigner already working locally

The team Iím from does specialized recruitment either for jobs >L60 or certain global jobs that require special skills (e.g. structural engineer for thin-seam coal mining) that normal in-house or outsourced recruiters do not have the networks to hire.

I think compensation & benefits also has the same distinction. There are the local payroll and benefits people under HR who deal with the normal admin issues and the strategy guys under Reward & Performance Management (RPM). RPM department reports straight to CEO & is not under HR.

My impression is people from RPM sound more like management consultants and banking finance guys than normal HR, their pay grades and influence in the company is also much higher than HR.
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  #20 (permalink)  
Old 07-03-2012, 02:08 PM
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Assistant Manager from HR Shared Service 5850 x 13 basic, currently looking out for opp in C&B related. Anyone from C&B can advice if the pay is comparable with shared service?

3 years HR experience & 2 years customer service.
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