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04-10-2015, 05:04 PM
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well my side (us mnc) whole payroll is outsource to india bangalore, so i don't think payroll is that hard or high paid.
this forum is the only place i hear that hr so highly paid compare to the other office jobs out there, so my advise to others is to take everything here with a pinch of salt.
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05-10-2015, 04:18 PM
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Quote:
Originally Posted by Unregistered
LOL. Please lor, I did payroll in the past. The IR8A forms are all auto generated by Paymaster and your job is just to update the database to make sure all the employee information is correct.
You are not actually doing "tax" advisory, this is for the tax consultancies like big 4, payroll is more about ensuring the entries are correctly labelled and generate standard reports for finance to file.
As for claims record even more brain dead, process the forms, assign the correct cost centre then upload to HRIS. It's a job more for diploma and pte degree holders. Don't exaggerate please.
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she is likely confusing payroll & benefits claim with c&b... payroll is ops work and data entry, imo it is not worth time & money to study a degree if she just want to do payroll
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08-10-2015, 11:22 PM
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Males in hr got prospects? Heard hr mostly dominated by females, guys hardly get in
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11-10-2015, 12:56 AM
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Quote:
Originally Posted by Unregistered
Males in hr got prospects? Heard hr mostly dominated by females, guys hardly get in
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Most C&B top spots are guys. The nature of the job is more analytical (numbers etc), which most guys are better in.
Stop thinking of HR as admin. HR =/= the receptionist
Maybe Shared Services would be mostly females because they are employee-facing, but HRSS is kind of broad.
I guess it's mostly fair game in the specialist fields, eg rewards, training, processes, HRIS.
p.s I'm a female doing C&B for 3 years.
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11-10-2015, 01:06 PM
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Quote:
Originally Posted by Unregistered
Fresh grad from private uni. Working as Analyst in consulting field.
Earning ~42k pa.
How's the consulting market out there? Hays Group just got eaten, anyone knows the situation there?
://.ft.com/cms/s/0/871d43ea-62ca-11e5-a28b-50226830d644.html
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You got this job right after u graduated? What does an analyst do?
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11-10-2015, 09:02 PM
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Quote:
Originally Posted by Unregistered
How to get into a specialist role? I heard others saying you need to work your way up prolly doing generalist role for ard 8 years first. Is it true?
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Depends on what you mean by specialist. Now many companies are calling general HR jobs 'specialist' to make the job sound bigger than it is., so being a specialist is actually not hard. For e.g. in my company most of the HR is specialist:
Business Partnering - Fancy name for generalist work
Talent Acquisition - Recruitment and job placement
C&B - Basic analysis and simple benchmarking of salary & benefit
L&D - Training program coordination and arrangement
HRIS - Systems administration of staff records
None of the above are really specialist jobs or have higher pay than normal HR if you ask me.
In most global MNCs I would say the total number of real HR specialist in all areas is probably < 30 and most are regional/global coverage.
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11-10-2015, 11:33 PM
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Quote:
Originally Posted by SOXA
Depends on what you mean by specialist. Now many companies are calling general HR jobs 'specialist' to make the job sound bigger than it is., so being a specialist is actually not hard. For e.g. in my company most of the HR is specialist:
Business Partnering - Fancy name for generalist work
Talent Acquisition - Recruitment and job placement
C&B - Basic analysis and simple benchmarking of salary & benefit
L&D - Training program coordination and arrangement
HRIS - Systems administration of staff records
None of the above are really specialist jobs or have higher pay than normal HR if you ask me.
In most global MNCs I would say the total number of real HR specialist in all areas is probably < 30 and most are regional/global coverage.
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Agreed. (am the original poster who mentioned the specialist thing previously)
I have a slightly different exposure to HR - worked in a global/regional level in a MNC, so I saw some stuff from top-down.
BP - Not really generalist, since they don't deal with that much paperwork. More of day-to-day problem solving with employee issues eg crime in the workplace
Talent Acquisition - I've seen good people who acted more as a BP to get the best talent fit for the company, and I've also seen useless people who acted all big but they are just a middle man.
C&B - am personally in the C&B field, so obviously I feel your definition is oversimplified. However, it does ring true for most local offices in MNCs, they get instructions from the top and just throw data in. On the other hand, in the global/regional level, there's more work to be done there, and is essential since it's part of attracting and retaining talent. (I might sound overzealous here, like I mentioned, I am in C&B, heh)
L&D - never really came into contact with it since most trainings employees go for are still conducted by third parties... A 'fairly new' 'emerging' trend?
HRIS - Technically, yeah. Administration. But I have also worked on the roll-out of HRIS systems, on a regional scale. I guess I was referring to the roll-out (and subsequent upgrade of modules) more of a specialist job. Many companies are currently incorporating (or reconciliating) HRIS so I think the implementation role is fairly in demand.
In SOXA's words, the roles described don't get paid higher than "normal HR", but on a higher level, (in which there are less than 30 roles on a regional/global scale), the salaries can be quite high. ~10k for a C&B regional manager
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