HR Compensation Specialist

Job Description:

The successful candidate for this position will assist in the development of right HR products to meet the needs of the business. The incumbent assists in the planning and development of the HR products in line with the firm's business goals and strategies, and serves a link between the HR department and the internal customers. He/She also serves to provide the necessary tools and products for the HR Generalist. The specific responsibilities include but not limited to:

• Assisting in the development of the long-term incentive program that align with CICC's pay for performance philosophy and sustain CICC's competitive advantage in the marketplace
• Coordinate and communicate with external tax and legal advisors to support the LTI program implementation
• Reviewing and standardizing compensation policies and processes to ensure consistency and effectiveness
• Translating regulatory and policy governance/requirements into clear guidance for clients
• Other HR projects to be specified by the management

Qualifications

• Bachelor or above degree in HR management, finance, accounting, or other related majors.
• 5-7 years' experience in performing compensation role, with US or UK ESOP knowledge preferred
• Experience in a financial institution or consulting firm is preferred
• Proven consulting skills; ability to drive business goals through HR / compensation strategies and to address issues / devise solutions with creativity and innovation
• Ability to work well under pressure in a dynamic, fast paced environment with confidence and energy
• Strong analytical skills, good understanding of accounting/tax principle is a plus
• Mastery of Excel, Word and/or able to understand Access applications
• Strong interpersonal skills and communication skills
• Must be very detailed oriented
• Fluent in Mandarin and English

Disclaimer

The preceding job description has been designed to indicate the general nature and level of the work performed by employees within this classification. It is not designed to contain or be interpreted as the comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.