Total Reward Manager

Yes4All is one of the leading brands for home sporting goods & furniture in the e-commerce market. Founded in 2010, we have strived to be the world leader in e-commerce enablers in term of trading, product creating and e-commerce servicing. Based in California with an operation office in HCMC, we have more than 500 young and talented members with expert knowledge and experience in the e-commerce industry.

We are on an ambitious journey to dominate not only US e-commerce market but also to enter new e-commerce markets of more than 15 countries in Europe, Asia and North America, not only Amazon channel but also Walmart, Wayfair among others. Besides, Home Sporting Goods, Furniture, Outdoor and Gardening are also great opportunities that we desire to occupy and create significant values. With our steady knowledge in E-commerce, Yes4All started to provide end-to-end ecommerce-enabler service in order to help Vietnamese and global manufacturers or struggling sellers bring their products to the US & International markets.

Our mission: Connect the Worldwide Resources & create innovative platform to bring products and services from innovators and manufacturers to worldwide customers more efficiently.

Our vision: To be the world leader of e-commerce enabler in term of trading, product creating, and e-commerce servicing.

JOB PURPOSE

• Total Rewards Manager who will be required to develop and manage rewards strategies and frameworks to achieve employee attraction, motivation and retention objectives. The employee will also provide technical and consultative assistance to HR business partners and line management on design, implementation and communication of Y4A rewards strategies and programmes.

RESPONSIBILITY AND AUTHORITY

Level 1: The person is assigned the right determine issues, make the solution, identify the benefits and risks of each solution and propose an optimal solution to superior for approval

Level 2: The person is assigned the right to present the direct superior what is intent to do and seek guidance before deciding

Level 3: The person is assigned the right to directly solve the problems and report on the works & results achieved

Level 4: The person is assigned all the rights of decision and not have to report working results to direct superior except the request.

1.Policies and Procedures

• Advise the organization on compliance requirements of reward policies, relevant systems and tools,
• Provision of a comprehensive total rewards solution for the organization,
• Lead the review of the remuneration strategy, remuneration policy, remuneration systems, and guidelines and ensure implementation thereof,
• Guide and assist on the development, implementation and administration of rewards and employee benefits policies.

OUTCOME & KPIs:

• Design and administer compensation and benefits programs, including salary structures, incentives, bonus plans, and recognition programs ensure competitiveness of compensation and benefits offerings.

2.Remuneration

• Serve as a liaison with reward companies on compensation and benefits issues for salary benchmarking purposes,
• Conduct market analysis and ensure that all programmes (e.g. pay structures, benefit plans, etc.) are competitive,
• Engage in wider remuneration and benefits communities and participate in industry activities by providing appropriate insights and inputs,
• Monitor the impact on budget and payroll margins and advise the organization accordingly.

OUTCOME & KPIs:

• Ensure Labor cost efficiency (Actual cost≤budget)

3.Staff Appointment Analysis

• Provide recommendations on salary offers and promotions in accordance with the organization’s policies to prevent anomalies,
• Ensure that the quarterly appointment reports are prepared and analysed to ensure effectiveness of our attraction and retention strategy.

4.Annual Performance Reviews

• Manage the organization’s annual performance process ensuring that contracting and assessments are done periodically,
• Lead the promotions cycle processes and provide analysis of the impact of the outcome to ensure efficiency and effectiveness.

OUTCOME & KPIs:

• Assess the extent to which performance management identifies development needs and supports employee growth through career development opportunities programs.

5.Benefits Programme

• Engage with business and stakeholders to ensure that best practice and cost effective employee benefit practices are applied and adhered to,
• Manage the administration and effectiveness of the insured employee benefits and keep the organization abreast of changes in the industry.

6. Benchmarking and Survey participation

• Conduct internal and external benchmark studies to ensure that the organization’s salaries, incentives and retention strategy are competitive and responsive to the market.
• Participate in salary, benefits and relevant industry surveys and provide a proactive review of market pay and benefit position.
• Participate in salary and wage movement surveys to determine annual increases and prepare annual budgets.
• Ensure understanding of survey processes and interpretation or results in the organization.
• Oversee that the job matching exercise is done to ensure accuracy and relevance of information provided for benchmarking.

OUTCOME & KPIs:

• Ensure benchmarking with industry trends and best practices to recommend enhancements to total rewards strategies.