C&B Manager

1. Job Purpose
- The C&B Manager is responsible for managing and continuously improving the University's compensation and benefits framework, ensuring competitive, fair and compliant remuneration practices that support the University's talent attraction, retention and organizational objectives.
- The role will oversee salary structure, payroll, compensation policies, benefits, incentives, statutory compliance and HR data, with a strong focus on developing an effective C&B system suitable for both Academic and Non-Academic employees.
2. Key Responsibilities
A. Compensation & Benefits Strategy
• Develop and implement the University's C&B strategy in alignment with organizational objectives, talent strategy and financial plans.
• Review and develop competitive salary structures, salary grades, salary ranges and compensation policies.
• Conduct regular market benchmarking and salary surveys to ensure external competitiveness and internal equity.
• Develop compensation proposals for different employee groups, including academic staff, lecturers, professional staff, managers and senior leadership.
• Advise HR Director and senior management on compensation-related matters and remuneration decisions.
B. Salary Structure & Job Evaluation
• Design and maintain the University's job grading and salary framework.
• Conduct job evaluation and job classification based on job scope, responsibilities, competencies and market benchmarks.
• Review job titles, grades and salary ranges to ensure consistency and internal equity.
• Develop guidelines for salary offers, salary adjustments, promotions, transfers and internal movements.
• Support the development of compensation frameworks for newly established positions and organizational structures.
C. Payroll Management
• Oversee the end-to-end monthly payroll process, ensuring accuracy, timeliness and confidentiality.
• Review payroll calculations including salary, allowances, overtime, bonuses, deductions and other payments.
• Ensure accurate calculation and compliance relating to Social Insurance, Health Insurance, Unemployment Insurance and Personal Income Tax.
• Work closely with Finance and Accounting to ensure accurate payroll reconciliation and payment.
• Establish appropriate payroll controls and processes to minimize errors and compliance risks.
D. Benefits & Employee Welfare
• Develop and manage employee benefits programs, including:
• Health and medical insurance
• Social and statutory benefits
• Annual leave and other leave policies
• Allowances and welfare programs
• Employee support and wellbeing benefits
• Review benefit competitiveness against market practices and recommend improvements.
• Manage relationships with insurance providers and external benefit vendors.
• Ensure employees understand and receive their benefits appropriately.
E. Incentive & Performance-Based Compensation
• Design and manage bonus, incentive and performance-based compensation schemes in line with the University's performance management framework.
• Develop appropriate incentive mechanisms for different employee groups where applicable.
• Review the effectiveness and financial impact of incentive programs.
• Work closely with HR and business/academic leaders to ensure compensation is linked appropriately to performance and contribution.
F. HR Policies & Compliance
• Develop, review and update C&B policies, procedures and guidelines.
• Ensure compensation and benefits practices comply with Vietnamese Labour Law, Social Insurance regulations, PIT regulations and other relevant legislation.
• Monitor changes in labour regulations and assess their impact on the University's C&B policies.
• Provide consultation to management and employees regarding compensation, benefits and employment policies.
• Maintain confidentiality and appropriate controls over sensitive compensation data.
G. HR Analytics & Budgeting
• Prepare annual manpower and compensation budgets in collaboration with HR and Finance.
• Monitor salary and benefit costs against approved budgets.
• Develop C&B reports and dashboards covering:
• Payroll cost
• Headcount cost
• Salary movements
• Benefits cost
• Compensation benchmarking
• Turnover and compensation trends
• Provide data-driven recommendations to support management decision-making.
H. HR Systems & Process Improvement
• Manage and optimize C&B-related HRIS/payroll systems.
• Ensure accurate employee master data and compensation information.
• Lead automation and process improvement initiatives to improve payroll accuracy and operational efficiency.
• Establish clear SOPs and internal controls for C&B processes.
I. Team Management
• Lead, coach and develop the C&B team.
• Allocate responsibilities and monitor the team's performance and service quality.
• Establish professional standards for payroll, compensation and benefits operations.
• Ensure the team provides timely and accurate support to employees and internal stakeholders.
J. Stakeholder Management
• Partner closely with HR Director, Finance, Legal, senior management and academic leadership on compensation matters.
• Act as a trusted advisor to managers regarding salary offers, salary adjustments, promotions and employee compensation issues.
• Communicate C&B policies and changes clearly to employees and stakeholders.1. Education
• Bachelor's degree or above in Human Resources, Business Administration, Finance, Acco

Yêu cầu công việc

1. Education
• Bachelor's degree or above in Human Resources, Business Administration, Finance, Accounting or a related field.
• Professional HR/C&B certification is an advantage.
2. Experience
• Minimum 7 years of experience in C&B/ Compensation & Benefits, with at least 2–3 years in a managerial or team-lead position.
• Strong hands-on experience in:
• Payroll management
• Salary structure and grading
• Compensation benchmarking
• Benefits management
• Incentive and bonus schemes
• PIT and statutory insurance
• C&B policy development
• HR budgeting and analytics
• Experience in organizations with large and diverse employee populations is highly preferred.
• Experience in education / higher education is an advantage.
3. Technical Skills
• Strong knowledge of Vietnamese Labour Law and regulations related to compensation, payroll, PIT and statutory insurance.
• Strong expertise in salary structure, job grading and compensation benchmarking.
• Strong Excel/data analysis skills and experience working with HRIS/payroll systems.
• Ability to build C&B models, salary calculations and compensation reports.
• Strong understanding of compensation principles including internal equity and external competitiveness.
4. Leadership & Soft Skills
• Strong analytical and problem-solving skills.
• High level of accuracy and attention to detail.
• Strong communication and stakeholder management skills.
• Ability to handle confidential and sensitive employee information.
• Strong project management and process improvement capabilities.
• Ability to work independently and advise senior management on C&B matters.
• Good command of English is preferred.

Quyền lợi

• Thưởng: Bonus, incentive and performance-based compensation schemes
• Chăm sóc sức khoẻ: Health and medical insurance
• Nghỉ phép có lương: Annual leave and other leave policies
• Khác: Social and statutory benefits, including Social Insurance and Unemployment Insurance