HR-related Jobs - How much are you earning?

Originally Posted by Unregistered

If for HR Director as in head of department best guess is 30-35k basic for MBS. MBS probably pays little higher than RWS.

The head of HR department for Genting SP (RWS owner) is Mrs. Seah-Khoo Ee Boon. According to public disclosure report which you can find on their website or SGX, her total pay in 2012 is between S$750k-$1mil. If you take the mid-point best guess is roughly $875k p.a.

I expect the same position in MBS will be higher, probably in the low end of $1mil+ annual.

Originally Posted by Unregistered

The head of HR department for Genting SP (RWS owner) is Mrs. Seah-Khoo Ee Boon. According to public disclosure report which you can find on their website or SGX, her total pay in 2012 is between S$750k-$1mil. If you take the mid-point best guess is roughly $875k p.a.

I expect the same position in MBS will be higher, probably in the low end of $1mil+ annual.

My best guess in this case is the RWS HR Director is on ~600k basic salary + ~300k variable bonuses / stocks

thanks for that information, will check the financial report disclosures. I think the equivalent title in MBS will be Senior VP, as we said previously Titles are loosely dished out in Singapore and have no co-relation. Essentially this is refering to the department head.

Originally Posted by Unregistered

thanks for that information, will check the financial report disclosures. I think the equivalent title in MBS will be Senior VP, as we said previously Titles are loosely dished out in Singapore and have no co-relation. Essentially this is refering to the department head.

Head of HR at MBS if we use the RWS one as a guide, total package could be in the region of $1.2-$1.5mil. Basic should be in the region of 800-900k and bonuses/stocks 400-600k which sounds about right for a SVP of a US MNC like Sands.

Originally Posted by Unregistered

hello hr folks

Sorry to hijack this thread. I thought there is no other platform better than this to enquire on a job-related question.

at my workplace we have encountered quite frequently candidates who had earlier promised to join our company (someone even signed the letter of appointment) but decided to back out later.

Wondering what is your usual practice in handling such cases?

Thanks in advance for your replies!

Does your contract have a no-show clause? if not, it is very hard for you to do anything about it. since he/she has not started work with your Company, the question of employer-employee relationship may not arise under a contract of service.

i recommend your HR to include a no-show clause (i.e. if he/she fails to report for work, he/she will be liable to pay a sum equivalent to two week salary in lieu of notice)

if you have a no-show clause and the candidate backs out and does not want to pay, the option of asking your legal counsel to take over this case to the courts is open to be used.

i hope that helps.

[henrymartin88]

annual salary for a human resources manager is $99,180.

I'm from a HRIS background and I reckon that my chances of converting myself into a specialist role (C&B, LD etc) is quite low. How's the career like for a shared service / HR ops role in terms of progression and salary?

HR exec in hotel or marketing firm better?

Originally Posted by Unregistered

I'm from a HRIS background and I reckon that my chances of converting myself into a specialist role (C&B, LD etc) is quite low. How's the career like for a shared service / HR ops role in terms of progression and salary?

wondering why u wanna switch? HRIS no good? HR specialist better?

sorry to cut in here..like to ask any1 noe the market rate for pte degree in HRM wif 1 yr exp? looking for hr asst/exec role doing admin/ops work..2.2-2.3k too low or just right?