HR-related Jobs - How much are you earning?

Originally Posted by cbee

What is the timeline difference between studying part-time and full-time? Could you complete the degree faster if you are taking full-time? Being gorgeous with great breasts might help a little I guess.

No difference between part time and full time. Still 3 years.

Regional C&B manager (APJ) in a leading IT MNC. Drawing 12k - 13k /mth. Graduated in 2003.

Advice to C&B wannabe:
1) Get GRP certification from worldatwork. Costs around 10k for full certification (8 modules)
2) Be excel savvy.
3) Lots of luck as most MNC do not hire fresh graduates for C&B role. Therefore, your best chance for C&B role is to hope for internal transfer.

Originally Posted by Unregistered

Of course I know you will say that. Typical. But hearing insults IN THE FACE from my EMPLOYERS are part and parcel of the worklife, instead of an insult from an ONLINE ANONYMOUS person who thinks he's better than others without some sort of credentials to prove is dumb. Why will anyone subject themselves to insults from that??

Yeah you may or may not be educated but that wouldn't matter because you're typical, condescending, egoistic ape but don't blame me, I'm just being a casual observer.

I communicated strongly and I AM amazing with people, but you're not one.

I'm just being candid about what I observe, why get so defensive & emotional about it?

Getting some occasional critical comments is also part & parcel of online participation. If you are going to get so combative over something trivial like this, I doubt you are going to take real life insults in stride like what you claim.

Anyway I have said my piece, if you insist on claiming you are real amazing with people during work, then there's nothing more I can say. It's your career & time after all.

Cheers.

[cbee]

Originally Posted by Unregistered

Regional C&B manager (APJ) in a leading IT MNC. Drawing 12k - 13k /mth. Graduated in 2003.

Advice to C&B wannabe:
1) Get GRP certification from worldatwork. Costs around 10k for full certification (8 modules)
2) Be excel savvy.
3) Lots of luck as most MNC do not hire fresh graduates for C&B role. Therefore, your best chance for C&B role is to hope for internal transfer.

Hi, how relevant is C&B consulting work experience when it comes to moving into a in-house C&B role in a leading MNC in the future? My consulting experience generally encompasses total rewards strategy with a strong focus on total compensation. Projects I've handled include salary structure reviews, executive bench-marking, total compensation reviews, etc. Of course we also primarily use excel spreadsheets to do all our analysis.

Originally Posted by cbee

Hi, how relevant is C&B consulting work experience when it comes to moving into a in-house C&B role in a leading MNC in the future? My consulting experience generally encompasses total rewards strategy with a strong focus on total compensation. Projects I've handled include salary structure reviews, executive bench-marking, total compensation reviews, etc. Of course we also primarily use excel spreadsheets to do all our analysis.

Generally speaking, if you come from the usual consulting companies like Mercer, Hewitt or WW, you will be perceived to be credible. However, please note that in-house role is very different from consulting. You may be able to land the job easily. However, to perform and excel is another story. I have seen examples of folks who cannot perform in a in-house role despite having more than 10 years of experience in consulting.

[cbee]

Originally Posted by Unregistered

Generally speaking, if you come from the usual consulting companies like Mercer, Hewitt or WW, you will be perceived to be credible. However, please note that in-house role is very different from consulting. You may be able to land the job easily. However, to perform and excel is another story. I have seen examples of folks who cannot perform in a in-house role despite having more than 10 years of experience in consulting.

What would you say are the key skill set differences that would help in performing in in-house as compared to consulting?

Originally Posted by cbee

Hi, how relevant is C&B consulting work experience when it comes to moving into a in-house C&B role in a leading MNC in the future? My consulting experience generally encompasses total rewards strategy with a strong focus on total compensation. Projects I've handled include salary structure reviews, executive bench-marking, total compensation reviews, etc. Of course we also primarily use excel spreadsheets to do all our analysis.

I guess it really depends on which consultancy firm you are talking about. Generally the better ones like Mercer, Towers it should be relatively easy to make a switch to a junior role in C&B in-house as long as you clock up some 2-3 yrs of experience since most leading MNCs use them & they are quite comfortable with your experience.

Some of the less prestigious ones like Hay, Hewitt, HRBS you might need to moderate your salary expectations a little as most of the skillset portability is not too good with inhouse roles & they might have reservations.

As for the smaller boutiques like Alexander, Carrots etc. it would be hard pressed to get a decent role in leading MNCs unless you start from scratch at entry level as their focus is too narrow.

As someone who started in consulting for some 5 years followed by another 7+ years corporate since then, I would say the biggest difference between consulting & in-house roles is the need to get your hands dirty, implement & deal with the various ops issues.

Highly valued traits like excel, presentation skills in consulting become muted, i.e. as long as you have some basic decent competency, it will be good enough. Instead the focus shifts to customer service, corporate politics, HRIS and the ability to find the optimal mix between coaxing, persuading & coercing the line to get them to help you.

Most consultants find the first few years of transition to corporate roles tough as they become implementers of the plans they used to design (design will usually be project managed by HQ & there is little involvement for a junior-mid level C&B person).. This means chasing / begging your BPs to adhere to deadlines, sitting down going through line by line with some ah pek ops manager, answering queries from many lower level folks on the calculations, liasing with HRIS, payroll & shared service to correct process errors etc.

My observations is that the earlier someone from consulting moves to in-house C&B, the higher the chances of success. If not persevere until you chalk up >10 years of consulting experience, many MNCs will then be willing to hire such seasoned pros at an advisory or COE role. Worst IMO are those 5-8yrs exp, too late to start from scratch & not senior enough to get a middle manager role.

[cbee]

Originally Posted by fx10

I guess it really depends on which consultancy firm you are talking about. Generally the better ones like Mercer, Towers it should be relatively easy to make a switch to a junior role in C&B in-house as long as you clock up some 2-3 yrs of experience since most leading MNCs use them & they are quite comfortable with your experience.

Some of the less prestigious ones like Hay, Hewitt, HRBS you might need to moderate your salary expectations a little as most of the skillset portability is not too good with inhouse roles & they might have reservations.

As for the smaller boutiques like Alexander, Carrots etc. it would be hard pressed to get a decent role in leading MNCs unless you start from scratch at entry level as their focus is too narrow.

As someone who started in consulting for some 5 years followed by another 7+ years corporate since then, I would say the biggest difference between consulting & in-house roles is the need to get your hands dirty, implement & deal with the various ops issues.

Highly valued traits like excel, presentation skills in consulting become muted, i.e. as long as you have some basic decent competency, it will be good enough. Instead the focus shifts to customer service, corporate politics, HRIS and the ability to find the optimal mix between coaxing, persuading & coercing the line to get them to help you.

Most consultants find the first few years of transition to corporate roles tough as they become implementers of the plans they used to design (design will usually be project managed by HQ & there is little involvement for a junior-mid level C&B person).. This means chasing / begging your BPs to adhere to deadlines, sitting down going through line by line with some ah pek ops manager, answering queries from many lower level folks on the calculations, liasing with HRIS, payroll & shared service to correct process errors etc.

My observations is that the earlier someone from consulting moves to in-house C&B, the higher the chances of success. If not persevere until you chalk up >10 years of consulting experience, many MNCs will then be willing to hire such seasoned pros at an advisory or COE role. Worst IMO are those 5-8yrs exp, too late to start from scratch & not senior enough to get a middle manager role.

Thanks for sharing that much information.

Seems to me like a junior-level switch from consulting to in-house would give the incumbent a lot more administrative/operational responsibilities as opposed to C&B responsibilities. Understandable, seeing that there has to be people doing all the implementation work and you can't exactly entrust such role to HR people who have no prior exposure to C&B.

Considering that you have been in both in-house and consulting, is the work-life balance better in in-house as compared to consulting? Which do you see have more prospects and transferable experience? My guess would be in-house, seeing that if you have consulting experience, you really can only switch from consulting house to consulting house, but prior C&B experience in an MNC would mean that your experience would be valued across most MNCs.

Originally Posted by cbee

Thanks for sharing that much information.

Seems to me like a junior-level switch from consulting to in-house would give the incumbent a lot more administrative/operational responsibilities as opposed to C&B responsibilities. Understandable, seeing that there has to be people doing all the implementation work and you can't exactly entrust such role to HR people who have no prior exposure to C&B.

Considering that you have been in both in-house and consulting, is the work-life balance better in in-house as compared to consulting? Which do you see have more prospects and transferable experience? My guess would be in-house, seeing that if you have consulting experience, you really can only switch from consulting house to consulting house, but prior C&B experience in an MNC would mean that your experience would be valued across most MNCs.

Unfortunately you won’t get much of a chance to do strategic & design work, it is actually very apparent once you look at the organizational structure. I will go technical here since you have consulting experience. In a typical global large-sized MNC, design work is usually project managed by a Group Head of Reward with/without consultants, this is usually some ~PC65-66 level senior manager.

During the design process with stakeholders in RC, leadership team, senior HRBP, there will also be some form of engagement with the global C&B community. Usually the C&B sub functional specialists and regional C&B managers get involved in giving their feedback, policy planning, helping their boss put together data & paper for formal approval. These are usually ~ PC59-62 mid-level managers.

If you have a few years of experience in consulting, you will likely join on a junior analyst level position ~PC49-51. So you can see how far away you are from the policy design value chain. The only involvement one will get in terms of design at this level will usually be data submission if you ask me. Nevertheless that doesn’t stop many companies from exaggerating in their JDs how “strategic” such roles will be, read them with a pinch of salt.

Work-life balance in corporate roles are more varied depending on the company culture and your boss, this is better than consulting where OT everyday is a given. In certain roles there might also be off-peak periods where you can do the 9-6 routine.

If you are talking about transferable experience, naturally corporate allows for far more flexibility & opportunities. The variety or roles and organizations you can join will of course be wider than C&B consulting industry which is actually very small in Singapore. In consulting roles, once you reach junior lead level, you must hit your sales targets, otherwise it’s more or less game over hantataki for you.

[cbee]

Originally Posted by fx10

Unfortunately you won’t get much of a chance to do strategic & design work, it is actually very apparent once you look at the organizational structure. I will go technical here since you have consulting experience. In a typical global large-sized MNC, design work is usually project managed by a Group Head of Reward with/without consultants, this is usually some ~PC65-66 level senior manager.

During the design process with stakeholders in RC, leadership team, senior HRBP, there will also be some form of engagement with the global C&B community. Usually the C&B sub functional specialists and regional C&B managers get involved in giving their feedback, policy planning, helping their boss put together data & paper for formal approval. These are usually ~ PC59-62 mid-level managers.

If you have a few years of experience in consulting, you will likely join on a junior analyst level position ~PC49-51. So you can see how far away you are from the policy design value chain. The only involvement one will get in terms of design at this level will usually be data submission if you ask me. Nevertheless that doesn’t stop many companies from exaggerating in their JDs how “strategic” such roles will be, read them with a pinch of salt.

Work-life balance in corporate roles are more varied depending on the company culture and your boss, this is better than consulting where OT everyday is a given. In certain roles there might also be off-peak periods where you can do the 9-6 routine.

If you are talking about transferable experience, naturally corporate allows for far more flexibility & opportunities. The variety or roles and organizations you can join will of course be wider than C&B consulting industry which is actually very small in Singapore. In consulting roles, once you reach junior lead level, you must hit your sales targets, otherwise it’s more or less game over hantataki for you.

Thanks once again for the elaborate response.

I guess right now the best thing to do for me is to hang around in consulting for a few more years before making a move into a junior role in corporate C&B, since chasing sales numbers isn't exactly my cup of tea. I am curious though, if you could share, what are some of the exact job responsibilities you can expect to handle between PC49-59? It's quite a big gap and I am interested to know just how much non-strategic and administrative work they can give to an incumbent but yet still justify the job position as a PC5x.

Additionally, I presume so far your experience relates to leading MNCs. What about the smaller MNCs in terms of revenue/assets? Assuming that they are smaller but yet still feel justifiable enough to have a C&B arm, how much does the chain of command differ there from a larger MNC?