Head of People CoE (Center of Excellence )

Summary As the Head of Center of Excellence in Samsung Vina Electronics, you will be responsible for driving the overall Total Rewards & HR Operations strategy, you will lead to ensure excellent workforce and improve employee motivation by fairly managing pay level and structure. This role requires a visionary leader with a deep understanding of Total Rewards, HR Operations, and a proven track record of large scale businesses in competitive labor markets. Role and Responsibilities CoE primarily to bring deep expertise in leading practices, guidelines, and processes in a standardized and structured way across the organization. They are established to create robust solutions, processes, and tools that address fundamental people management needs and common challenges. They may also have specialized capabilities that bring strategic value to a company’s unique needs, such as workforce planning, people analytics, or contingent workforce management. TOTAL REWARD: Developing and implementing the reward strategy, including: salary benchmarking, pension arrangements, benefits management and annual compensation events such as bonus and salary review. This includes developing compensation and benefit strategies that drive growth, attract/retain talent, optimize the workforce and drive productivity. Pay Level: Manage to identify the pay level of market or other companies in market and industries through survey and analyze current company situation Pay Level Strategy: Manage the establish of appropriate pay level strategies that fit to company policy Pay Mix Management: Manage appropriately decide the ratio of fix pay, variable pay, benefits Pay Structure Management: Manage to determine the pay structure considering exempt pay, non – exempt pay and job grade Develop and enhance methods and procedures and provide coaching to team members Update the latest market knowledge, including recent tax inferences particularly in relation to benefits and pay Design and implement relevant and intuitive compensation schemes Evaluate the effectiveness of existing compensation and benefit programs, policies and guidelines and ensure they are market competitive, cost effective, aligned with corporate goals and are in compliance with company policies Review & monitor the effectiveness of existing Total Rewards policies, guidelines, and programs,  recommending plan revisions, as well as new plans that are cost-effective Develop and manage the job architecture (job analysis, evaluation, families), market research and benchmarking, base salary and wage pay scales, bonus program design and administration, and non-cash (e.g., stock) incentive programs. It also often covers employee benefit plan design, pricing, communication, enrollments Innovation and best practices: CoE is often at the forefront of implementing HR innovations and best practices, driving continuous improvement and ensuring the organization stays competitive. Strategic alignment:  CoE ensure that HR strategies are closely aligned with the overall business objectives, contribute to the achievement of organizational goals. Measure the success:  Establish key performance indicators (KPIs) that align with organizational goals to measure the CoE’s impact. Regularly track and report on these metrics to assess the effectiveness of the CoE and make data-driven improvements. Engage leaders to get their support:  Clearly communicate the vision and purpose of the HR CoE to all stakeholders to gain buy-in and support. Involve key stakeholders early in the process to build commitment and address any concerns. Leadership support is crucial for the successful implementation and sustainability of the CoE. GENERAL AFFAIRS & RELOCATION SERVICE: Supervise overall GA services & Upgrade GA Part to be measurements that support the accomplishment of the company's strategic goals which are including: Facility Management Managed outsourced personnel service Manage Relocation services regarding