HR-related Jobs - How much are you earning?

Originally Posted by 100sheets

anyone done this course?



[url=://centres.smu.edu.sg/cps/hrgradcert2014/]HR Graduate Certification - Centre for Professional Studies | Centre for Professional Studies[/

Hey hey I call and ask liao.

This is a very different course from ACTA, ACTA more for developing training materials, profiling... etc. If you are T&D, can consider taking only the T&D module, but abit pointless right? Cuz ultimately is to graduate with the HR certificate.

Anyway, some of the job requirements actually asked for either WSQ or ACTA. Was told if you are keen on more HR practices, and HR- related matters take WSQ. $500 plus per module after subsidies for Singaporeans, but criteria is must complete the 6 modules cannot fail. Jialat I not study material. lol....

Hi all,

I have been doing HR in compensation/benefits and payroll for past three years. Is there any chance I can jump to biz partnering job since I been doing specialized areas?

Also, I does not have qualification in HR, unless you counted my HRM elective in NTU as one. Do I need to go for further course in HRM still to be better qualified in this field?

Btw i am a male.

Originally Posted by Unregistered

Hi all,

I have been doing HR in compensation/benefits and payroll for past three years. Is there any chance I can jump to biz partnering job since I been doing specialized areas?

Also, I does not have qualification in HR, unless you counted my HRM elective in NTU as one. Do I need to go for further course in HRM still to be better qualified in this field?

Btw i am a male.

Are u sure u are really in specialized area? Real proper C&B specialist where got do payroll one? Payroll is a pure ops position.

Originally Posted by Unregistered

Hi all,

I have been doing HR in compensation/benefits and payroll for past three years. Is there any chance I can jump to biz partnering job since I been doing specialized areas?

Also, I does not have qualification in HR, unless you counted my HRM elective in NTU as one. Do I need to go for further course in HRM still to be better qualified in this field?

Btw i am a male.

I am not familiar in this field but would like to offer my 2 cents' worth.

Can go for further upgrading by taking the WSQ certificate? Or just courses relevant to the areas u r keen in? Employers look at that sometimes, shows that u r motivated too. Upgrading is always good

Sorry if im not of much help, but why not give it a shot? You never know

[NewUser1990]

what are the qualification that is needed for going into HR related jobs?

Originally Posted by Unregistered

Are u sure u are really in specialized area? Real proper C&B specialist where got do payroll one? Payroll is a pure ops position.

It is possible for a C&B spec to look after payroll, but very rare.

Sometimes they have the payroll manager & team below report to the C&B spec, but it is more on approving and strategizing rather than actually doing the payroll.

Best indication is salary, rule of thumb for 3 years exp if below 6k salary confirm is ops, 6-8k probably spec, above 8k confirm spec.

Originally Posted by Unregistered

It is possible for a C&B spec to look after payroll, but very rare.

Sometimes they have the payroll manager & team below report to the C&B spec, but it is more on approving and strategizing rather than actually doing the payroll.

Best indication is salary, rule of thumb for 3 years exp if below 6k salary confirm is ops, 6-8k probably spec, above 8k confirm spec.

somewhat agree. but the prob now is many co are splitting generalist admin type roles into fake "specialization", e.g. u can have a generalist that focus more on doing transactional matters that are related to a sub discipline

these position also given fancy title like specialist, managers, analyst etc., but drawing typical ops pay.

had a case recently where we hired a (relatively cheap) regional OE&D manager based on her CV which appear to be specialist. only when she came onboard then we realisese she did not have the competency or experience to do the work at all as her exp was more on the project coordinating and administrative side.

Originally Posted by Unregistered

somewhat agree. but the prob now is many co are splitting generalist admin type roles into fake "specialization", e.g. u can have a generalist that focus more on doing transactional matters that are related to a sub discipline

these position also given fancy title like specialist, managers, analyst etc., but drawing typical ops pay.

had a case recently where we hired a (relatively cheap) regional OE&D manager based on her CV which appear to be specialist. only when she came onboard then we realisese she did not have the competency or experience to do the work at all as her exp was more on the project coordinating and administrative side.

I agree that right now there are so many fancy titles being thrown around like HR Business Partner.

A true HRBP will need to have 8-10 years of HR exp and is somewhat close to a director level because as a HRBP you need to advise the business unit on their growth... more strategizing work.

Right now, some companies can give some fresh entry/junior executive the term of HRBP which basically a fancy name for HR admin generalist. I can see that what they do is just mainly coordination and data entry so don't be fooled by the title of HRBP. It's just companies that are following the hype to look cool but has no idea of its function.

Originally Posted by Reiner

I agree that right now there are so many fancy titles being thrown around like HR Business Partner.

A true HRBP will need to have 8-10 years of HR exp and is somewhat close to a director level because as a HRBP you need to advise the business unit on their growth... more strategizing work.

Right now, some companies can give some fresh entry/junior executive the term of HRBP which basically a fancy name for HR admin generalist. I can see that what they do is just mainly coordination and data entry so don't be fooled by the title of HRBP. It's just companies that are following the hype to look cool but has no idea of its function.

yar this is an unfortunate trend that is happening more & more recently. it used to be HRBPs were either very senior and seasoned HR professionals or basically senior managers outside HR who know the biz well & take on an advisory role specializing in people matters.

nowadays many companies are just calling their hr ops generalist HRBP to make it sound big. these so call HRBPs are mostly either youngsters with rudimentary hr exposure or old aunties who have almost no understanding of the business, zero financial knowledge and only exp in doing standard recruitment, payroll and training.

so now we are stuck in a situation where we have to use current pay as a proxy to gauge the candidate's real jd regardless of the title. but sometimes it is not very accurate also and we need to interview further to find out more.

[Kuiksh]

hi there, im new to this forum.

i just graduated from university of Murdoch majoring in HRM & MGT @ Kaplan Singapore. I am being offered 2.3k for a junior HR executive position at a local MNC. Am i doing fine? I have zero full time working experience other than several part time sales job i took up while studying in poly and uni.