薪酬绩效主管/经理

主要职责

80

1．薪酬策略制定与实施：根据公司业务战略和市场趋势，制定和实施全面的薪酬策略，包括基本工资、奖金、福利、股权激励等，确保薪酬体系与公司文化和价值观相匹配，同时具有市场竞争力。

2．薪酬数据分析与调研：定期进行市场薪酬调研，收集和分析行业薪酬数据，评估公司薪酬水平的市场竞争力，为薪酬调整提供数据支持和决策依据。运用先进的数据分析工具和方法，对公司内部薪酬数据进行深入分析，识别薪酬差异、潜在问题和改进机会。

3．薪酬体系设计与优化：设计和优化薪酬结构和等级体系，确保薪酬体系的公平性、透明性和一致性。根据公司业务发展和组织变化，及时调整和优化薪酬政策和流程，提高薪酬管理的效率和效果。

4．绩效设计与落地：

(1)绩效体系设计：根据公司战略和业务目标，设计和建立科学、合理的绩效管理体系，包括绩效指标、评估标准、考核周期等，确保绩效管理与公司战略和业务目标的一致性。

(2)绩效方案落地：负责绩效管理方案的宣导与培训，确保各部门理解和掌握绩效管理的方法和流程。组织实施绩效考核工作，监督各部门绩效目标设定与评价过程，确保绩效管理流程的有效执行。

(3)绩效结果应用：根据绩效结果进行薪酬调整，设计激励方案，提高员工工作积极性与满意度。定期分析绩效考核结果，提出绩效改善建议和计划，为高层决策提供依据。

5．薪酬预算管理：制定和管理年度薪酬预算，确保薪酬支出在预算范围内，同时满足公司业务发展的需求。监控薪酬预算的执行情况，定期向管理层报告预算执行进度和差异分析，提出调整建议。

任职要求

80

教育背景：本科及以上学历，人力资源管理、工商管理、经济学、财务等相关专业优先。

技能经验：

1.8年以上薪酬管理相关工作经验，其中至少3年在大型企业或跨国公司担任薪酬经理或类似职位，具有互联网、快消行业经验者优先。

2.具备扎实的薪酬管理理论知识和实践经验，熟悉各种薪酬体系和激励机制的设计与实施。

3.精通薪酬数据分析和调研方法，熟练使用数据分析工具（如Excel、SPSS、Tableau等）进行数据挖掘和分析。

4.具备良好的财务知识，能够理解和分析财务报表，进行薪酬预算编制和成本控制。

5.强大的沟通和协调能力，能够与不同部门和层级的人员有效沟通，推动绩效项目的实施和落地。

6.敏锐的业务理解力，能拆解公司目标到个人，并设计迭代公司的薪酬绩效体系。

7.流利的中英文听说读写能力，能够熟练使用英语进行商务沟通和文件撰写

（Senior） C&B Manager

Department: Human Resources

Location: Shanghai

Reports to: Director of Human Resources

Direct Reports: 1

Job Summary

As a key member of the Human Resources team, the Senior Compensation Manager is responsible for formulating, implementing, and optimizing the company's compensation strategy. This role ensures that the company's compensation system is competitive, fair, and compliant, attracting, motivating, and retaining top talent to support the company's business objectives and strategic development. Additionally, this position is responsible for the design and implementation of the performance management system, ensuring the effective integration of performance management and compensation incentives.

Key Responsibilities

1.Compensation Strategy Formulation and Implementation: Develop and implement a comprehensive compensation strategy based on the company's business strategy and market trends. This includes base salary, bonuses, benefits, and equity incentives, ensuring alignment with the company's culture and values while maintaining market competitiveness.

2.Compensation Data Analysis and Research: Conduct regular market compensation surveys to collect and analyze industry compensation data. Assess the company's compensation level in terms of market competitiveness and provide data support and decision-making basis for compensation adjustments. Utilize advanced data analysis tools and methods to conduct in-depth analysis of internal compensation data, identifying compensation differences, potential issues, and opportunities for improvement.

3.Compensation System Design and Optimization: Design and optimize the compensation structure and grading system to ensure fairness, transparency, and consistency. Adjust and optimize compensation policies and processes in a timely manner according to the company's business development and organizational changes, enhancing the efficiency and effectiveness of compensation management.

4.Performance Design and Implementation:

5.Performance System Design: Design and establish a scientific and rational performance management system based on the company's strategy and business objectives, including performance indicators, assessment standards, and evaluation cycles, ensuring alignment with the company's strategy and business goals.

6.Performance Program Implementation: Be responsible for the promotion and training of the performance management program, ensuring that all departments understand and master the methods and processes of performance management. Organize and implement performance evaluation work, supervising the performance target setting and evaluation process in each department to ensure the effective execution of the performance management process.

7.Performance Result Application: Adjust compensation based on performance results and design incentive plans to enhance employee motivation and job satisfaction. Regularly analyze performance evaluation results, propose suggestions and plans for performance improvement, and provide decision-making support for senior management.

8.Compensation Budget Management: Develop and manage the annual compensation budget, ensuring that compensation expenditures are within budget while meeting the company's business development needs. Monitor the execution of the compensation budget, regularly report to management on the progress and variance analysis, and propose adjustments as necessary.

Qualifications

Education: Bachelor's degree or above, preferably in Human Resources Management, Business Administration, Economics, Finance, or related fields.

Skills and Experience:

1.8+ years of experience in compensation management, with at least 3 years in a senior compensation manager or similar position in a large enterprise or multinational company.

2.Solid theoretical knowledge and practical experience in compensation management, familiar with the design and implementation of various compensation systems and incentive mechanisms.

3.Proficient in compensation data analysis and research methods, skilled in using data analysis tools (such as Excel, SPSS, Tableau, etc.) for data mining and analysis.

4.Good financial knowledge, able to understand and analyze financial statements, and compile and control compensation budgets.

5.Strong communication and coordination skills, able to effectively communicate with personnel from different departments and levels, and promote the implementation and landing of performance projects.

6.Keen business understanding, able to break down company goals to individuals, and design and iterate the company's compensation and performance system.

7.Fluent in both Chinese and English, with the ability to conduct business communication and write documents in English.

8.Preferred Experience: Candidates with experience in the internet or fast-moving consumer goods (FMCG) industries are highly preferred.