Compensation & Benefits (Primary Focus)

• Conduct job evaluation using established frameworks to ensure internal equity and external competitiveness
• Lead or support salary benchmarking projects for manufacturing roles to align with market practices
• Develop, maintain, and update C&B structures and policies in line with the company’s competencies framework and business strategy
• Partner with HR and business leaders to provide C&B insights for talent attraction, retention, and motivation
• Prepare reports, analyses, and recommendations to support annual salary review, bonus, and incentive programs

Performance Management

• Manage the full Performance Management cycle (goal setting, mid-year, and year-end reviews).
• Ensure performance evaluation processes are aligned with the competency framework and business objectives
• Provide training, guidance, and communication to managers and employees on performance management tools and practices.
• Partner with leadership to use performance results for talent development, succession planning, and C&B decisions
• Continuously review and improve PM processes to enhance effectiveness and employee engagemen

Social Compliance (Secondary Focus)

• Act as HR’s focal point to support social compliance requirements within the C&B domain
• Coordinate with external stakeholders (Better Work, SLCP, FFC, brand compliance teams such as Nike and Adidas) for audits, assessments, and reporting
• Ensure C&B and PM-related compliance data and processes meet international labor standards and customer expectations
• Partner with internal departments to strengthen practices that promote fair compensation, working conditions, and social responsibility

General

• Maintain up-to-date knowledge of local labor laws, compliance frameworks, and international labor standards
• Support HR projects that integrate C&B, PM, and compliance practices with organizational culture, employee engagement, and business sustainability
• Collaborate with cross-functional teams to continuously improve processes and ensure transparency in HR practices.

Education: Bachelor’s degree in Human Resources, Business Administration, Economics, or related field

Experience: Minimum 5–7 years in HR with strong focus on Compensation & Benefits and Performance Management, preferably in manufacturing

Technical Skills: 

• Solid knowledge of job evaluation methodologies and salary benchmarking practices
• Familiarity with competency frameworks and their application in C&B and PM.
• Experience managing performance management systems and tools
• Experience in working with external surveys/vendors for salary data in manufacturing industry.

Compliance Knowledge:

• Exposure to social compliance frameworks (Better Work, SLCP, FFC, Nike/Adidas or other brand compliance programs).
• Experience in supporting or participating in social compliance audits

Language Skills

Proficiency in English across all four skills (speaking, listening, reading, writing).

• Degree: Bachelor
• Job type : Permanent
• Age: 28 - 40
• Salary: Competitive