HR-related Jobs - How much are you earning?

Originally Posted by Axela72

I wonder why will a company willing to pay a fresh grad HR in 2005 at $3400. Furthermore, you are not guy whom serve NS which the company might need to fork out more for fresh grad.

Also, how can a HR personnel contribute in each year to justify such kind of huge increment and fast promotion you have recieved? You must be someone that can help your company either save Millions or make millions of dollars.

In the real world, why would pay progression need to justify with NS or making millions for the company?

did some aspects of HR during my stint overseas and became interested in HR.
About to graduate from local uni soon but with a good honours degree from social sciences [non-business field]. Have a diploma in business administration.

After looking the various posts in this thread, I'm really impressed that so many of you are earning 5-figure sum monthly and have such impressive career progression. Am really confused as to where and how to start.

Any recommendations for good HR companies that i can apply for? What kind of positions and hr functions should i start so that i can progress gradually into a more specialized function of HR? I like to be as successful as some of you here.

Originally Posted by Unregistered

did some aspects of HR during my stint overseas and became interested in HR.
About to graduate from local uni soon but with a good honours degree from social sciences [non-business field]. Have a diploma in business administration.

After looking the various posts in this thread, I'm really impressed that so many of you are earning 5-figure sum monthly and have such impressive career progression. Am really confused as to where and how to start.

Any recommendations for good HR companies that i can apply for? What kind of positions and hr functions should i start so that i can progress gradually into a more specialized function of HR? I like to be as successful as some of you here.

It really depends on which area of HR you are interested in.

The best paid area is in HR Rewards & Organization consulting, but the hours are very long and you really need strong financial skills. Many go in & whack 5 years then switch back to corporate HR, pay progression very fast and comparable to some finance FO roles.

Another high paying area is headhunting (real one, not those agency hor). The problem is it’s sales oriented and not many people can take the stress to meet target and long hours. Once you have built up required network, can start your agency or join in-house recruitment.

The more traditional generalist way is business partnering role where you slowly work your way up to senior HR partnering roles, this tends to be slower in pay rise but more work life balance compare to above.

Never go into OPS HR, Admin HR, Shared Service, Training, Payroll etc. Once you are in there, very hard to progress as you will be branded as administrator / low level recruiter - prospects are very limited and you don’t get to learn much because colleagues around you is generally mediocre.

My experience is in HR projects specializing in HRIS, designation is Projects Senior Manager in an engineering solutions company.

Pay wise is not bad monthly 14k+ but no AWS, bonus fluctuate depending on co. profit. I notice there is very little competent HRIS specialist in the market no matter how much we offer, it’s really hard to hire…

Originally Posted by Unregistered

In the real world, why would pay progression need to justify with NS or making millions for the company?

Are you from Singapore or from HR department? you will know that there is a different in starting pay when hiring a male with NS vs one without

Originally Posted by Unregistered

Are you from Singapore or from HR department? you will know that there is a different in starting pay when hiring a male with NS vs one without

Paying a man with NS more goes against logic and will only happen in civil service/stat board because of political reasons. In fact, someone who joins a company after NS should be paid LESS. This is because he had a gap of 2 years doing a brain dead job and thus would be less useful than someone who joins the company immediately after graduation.

Originally Posted by Unregistered

Paying a man with NS more goes against logic and will only happen in civil service/stat board because of political reasons. In fact, someone who joins a company after NS should be paid LESS. This is because he had a gap of 2 years doing a brain dead job and thus would be less useful than someone who joins the company immediately after graduation.

Totally agree. These men should stay in the military and not get into corporate world at all.

[uturn]

Originally Posted by Unregistered

My experience is in HR projects specializing in HRIS, designation is Projects Senior Manager in an engineering solutions company.

Pay wise is not bad monthly 14k+ but no AWS, bonus fluctuate depending on co. profit. I notice there is very little competent HRIS specialist in the market no matter how much we offer, it’s really hard to hire…

what kind skills are you looking at? maybe can pm me. Thanks.

Originally Posted by Unregistered

My experience is in HR projects specializing in HRIS, designation is Projects Senior Manager in an engineering solutions company.

Pay wise is not bad monthly 14k+ but no AWS, bonus fluctuate depending on co. profit. I notice there is very little competent HRIS specialist in the market no matter how much we offer, it’s really hard to hire…

Hi, I have been prospecting for possible switch from L&D (close to 7 yrs exp) to HRIS roles, but the main problem is I lack experience in PeopleSoft & Oracle and only have experience in other less popular systems.

I've gone for a few interviews for HRIS Specialist and feedback I get is that companies can match or exceed my current salary of 7.7k but prefer candidates who have extensive experience in PS or Oracle.

Is there anyway for me to position my experience for HRIS roles?

TIA

Originally Posted by mro

It really depends on which area of HR you are interested in.

The best paid area is in HR Rewards & Organization consulting, but the hours are very long and you really need strong financial skills. Many go in & whack 5 years then switch back to corporate HR, pay progression very fast and comparable to some finance FO roles.

Another high paying area is headhunting (real one, not those agency hor). The problem is it’s sales oriented and not many people can take the stress to meet target and long hours. Once you have built up required network, can start your agency or join in-house recruitment.

The more traditional generalist way is business partnering role where you slowly work your way up to senior HR partnering roles, this tends to be slower in pay rise but more work life balance compare to above.

Never go into OPS HR, Admin HR, Shared Service, Training, Payroll etc. Once you are in there, very hard to progress as you will be branded as administrator / low level recruiter - prospects are very limited and you don’t get to learn much because colleagues around you is generally mediocre.

Thanks for the advice. Actually, will it be extremely difficult for me to get a job in say C&B or Rewards & Organization consulting or other more specialized functions of HR with my degree? I have no contacts with people of HR and most of the job adverts that i see online/newspaper usually require HR experience/degree such specialized areas. As you mentioned, i wouldn't want to get into those admin kind of HR as well. Do i start with HR executive (but this too sounds a bit admin-ish isn't it)?