Compensation & Benefits (C&B) Manager / Assistant Manager

Job Purpose:

Reporting to the General Manager of HR & Admin, this is a hands-on senior C&B role responsible for the full compensation, benefits, and payroll cycle for both local and expatriate employees. The immediate priority is to audit the existing C&B data, fix inconsistencies, and put controls in place to keep payroll and reporting accurate and on time. Beyond execution, the role contributes to designing and improving the total rewards framework — salary structure, bonus, incentives, and benefits — and leads C&B reporting into the regional/group HR structure, accountable for accuracy, definitions, and on-time delivery. The role suits a fast, data-driven, detail-oriented C&B professional with the potential to grow into a C&B Manager role and, over time, broader responsibility across HR Operations, Personnel Administration, and Admin.

Duties and Responsibilities:

1. Payroll, PIT & Statutory Compliance

• Take strong ownership of the full monthly payroll cycle for both local and expatriate employees, with autonomous decision-making on calculation, validation, exception handling, and on-time disbursement; manage expat-specific items including tax equalization, allowances, and cross-border compliance considerations.

• Lead Personal Income Tax (PIT) administration end-to-end — monthly declaration, annual finalization, and direct engagement with tax authorities.

• Manage Social, Health, Unemployment Insurance and Trade Union compliance independently — including reporting, claim settlement, and dispute resolution with SI agencies.

• Lead or support C&B audit readiness across internal audit, statutory audit, and labor inspection; monitor Vietnam labor and tax regulatory changes and recommend policy adjustments proactively.

2. Total Rewards: Salary, Bonus & Incentives

• Contribute to the design and ongoing improvement of the company's total rewards framework — salary structure, job grading, bonus plans, sales incentives, and benefits — ensuring market competitiveness, internal equity, and alignment with group standards.

• Plan and run the annual salary review, merit increase, and performance bonus cycle — budgeting, scenario modeling, calibration, rollout, and employee communication.

• Maintain a thorough understanding of sales incentive plans, commission schemes, and special reward programs; review and validate calculations submitted by relevant stakeholders prior to payroll processing and payment.

• Contribute to salary benchmarking and market positioning analysis; provide analytical input to support salary structure decisions that balance internal equity and external competitiveness.

• Support decisions on promotion, transfer, new hire, and retention cases through data-driven analysis and input to Senior Management.

3. C&B Data, Analytics & Reporting

• Audit the existing C&B data landscape (payroll master data, headcount, labor cost, history records) to identify inaccuracies, duplications, and reconciliation gaps; lead remediation and put controls in place to prevent recurrence.

• Build and maintain core C&B analytics — headcount, labor cost, attrition, overtime, benefits utilization, cost per FTE — and lead workforce planning, manpower budgeting, and accrual forecasting with rigorous Excel modeling.

• Prepare monthly and ad-hoc C&B and workforce reports for local leadership and regional / group HR — providing clear commentary alongside the numbers, and meeting group reporting standards, definitions, and deadlines.

• Proactively share trends, risks, and opportunities with HR leadership and Senior Management — without waiting to be asked.

4. HR Policy & Continuous Improvement

• Develop, maintain, and refine HR policies, labor contracts, Internal Labor Regulations, and Collective Labor Agreement — covering pay, reward, benefits, and disciplinary actions — ensuring alignment with Vietnam labor law and group standards.

• Advise managers and employees (local and expatriate) on C&B, labor law, and employee relations, with clear, fair, and discreet handling; act as the C&B point of contact for employees on onboarding, tax, allowances, and repatriation.

• Partner with HR Operations, HRIS, Talent Acquisition, and Finance on cross-functional initiatives that touch C&B.

• Identify and lead process improvements, automation, and digitalization initiatives that strengthen the C&B function and elevate employee experience.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Law, or a related field.

• Minimum 5–7 years of progressive C&B experience in multinational / FDI companies, ideally with a regional or group reporting structure; prior experience preparing C&B / workforce reports for regional or global HQ is strongly preferred.

• Proven hands-on ownership of end-to-end payroll for both local and expatriate employees, including PIT finalization, statutory reporting, and expat-specific items (tax equalization, allowances, work-permit-linked compliance).

• Hands-on experience designing or running annual salary reviews, bonus, and sales incentive programs; exposure to total rewards framework design (salary structures, job grading, benefits architecture) is strongly preferred.

Skills & Competencies

• Strong working knowledge of the Vietnam Labor Code, Social Insurance Law, PIT regulations, and HR governance; able to advise on routine matters without escalation.

• Strong analytical and problem-solving mindset; proven track record of auditing C&B / payroll data, identifying errors, and driving end-to-end remediation — able to move from raw data to business recommendation independently.

• Advanced Excel proficiency — large-dataset handling, complex formulas, pivot tables, Power Query, reconciliation, and dashboard building; comfortable working at speed and accuracy under tight reporting deadlines.

• Excellent communication in both Vietnamese and English; confident presenting to Senior Management.

• Self-directed, fast-paced, and pragmatic; detail-oriented and well-organized, with strong judgment, ownership mindset, and comfort working with minimal day-to-day supervision.

• High integrity, discretion, and accountability when handling sensitive compensation and personal data.

• Work in a regional, international environment with APAC exposure.

• Competitive salary package with 13th‑month salary, performance‑based bonus.

• Insurance as Vietnam's labor code & extra accident/medical insurance.

• Hybrid working model combining office‑based and remote working to support flexibility and performance.

• Benefit in kind, company trip.

Opportunities:

• A clear succession path into the C&B Manager role within 1–2 years, with scope to broaden into Personnel Administration and Admin oversight.

• Direct reporting line to the GM of HR & Admin, with autonomy to run the full C&B cycle end-to-end.

• Active involvement in HR transformation, digitalization, and reward strategy decisions.

• Access to global training resources and cross-market HR initiatives.