Compensation And Performance Supervisor

I. Compensation Management
Compensation System Construction: Lead the implementation and continuous optimization of the compensation and benefits system. Regularly conduct comprehensive market research and competitiveness analysis to ensure that the compensation system has internal fairness and external competitiveness, attracting and retaining core talents.
Compensation Issuance and Execution: Coordinate the salary calculation and payment across multiple business segments of the group to ensure the accuracy and timeliness of salary disbursement. Be responsible for the preparation of the annual labor cost budget and carry out dynamic management and control, keeping the annual labor cost within ±[X]% of the budget.
Benefits Compliance Management: Rigorously review the operation of social security, provident fund, and the distribution of various welfare subsidies to ensure full compliance with national and local relevant policies and regulations. Guarantee data accuracy to avoid potential risks. Meanwhile, closely collaborate with the finance department to regularly verify labor cost data and ensure the consistency of financial data.
II. Performance Management
Full - cycle Performance Closed - loop: Establish a scientific and effective performance management system. Develop personalized assessment plans based on the company's strategic goals and promote organizational performance transformation. Continuously monitor the application of assessment results to ensure that performance appraisal is closely integrated with employee incentives, promotions, training, etc., achieving a [X]% improvement in the company's overall performance through performance transformation.
Performance Dispute Resolution: Take the lead in performance interviews and dispute mediation, deeply understand employees' demands, and output reasonable suggestions for job transfer and salary adjustment. Actively promote the implementation of performance incentive policies to stimulate employees' enthusiasm and creativity. At the same time, maintain close communication with business departments and adjust performance indicators in a timely manner according to business changes.
III. System Operation and Maintenance
Digital Tool Empowerment: Be responsible for the stable operation of the attendance and performance systems, and promptly handle data anomalies. Actively promote the online process of human resources management to improve work efficiency and data accuracy and reduce manual operation errors.

Hard Requirements
Educational Background: A bachelor's degree or above in human resources, economics, or related fields.
Experience Requirements: More than 3 years of overall management experience in compensation and performance, with rich experience in designing multi - format compensation systems.
Language Proficiency: English is the working language. Proficiency in written and spoken English is required for daily communication
Core Competencies
Professional Proficiency: Proficient in compensation research methodologies and data analysis tools (such as calculating compensation percentile values), and capable of independently completing complex compensation data analysis. Master labor laws, social security policies, and performance appraisal tools (OKR, KPI, BSC, etc.).
Compliance and Risk Control: Possess a keen sense of compensation audit, be able to anticipate and effectively avoid labor dispute risks, and ensure the legal and compliant operation of the company.
Data - driven: Good at cost - reduction and efficiency - improvement through labor cost modeling, and optimize compensation and performance strategies using data analysis.
Soft Skills: Have excellent communication skills to effectively communicate compensation and performance - related matters with employees at all levels; strong team management skills to lead the team to complete various tasks; outstanding project management skills to ensure the smooth progress of projects such as performance transformation.