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About Knauf
Knauf is one of the world’s leading manufacturers of modern insulation materials, drylining systems, plasters & accessories, thermal insulation composite systems, paints, floor screed, floor systems, construction equipment and tools. With more than 250 production facilities and sales organizations in over 86 countries, 35,000 employees worldwide, and sales of 10 billion Euro (in 2019), the Knauf Group is offering a range of career opportunities – in Europe, the USA, South America, Russia, Asia, and Africa
Summary
The C&B Supervisor is responsible for managing Payroll, Compensation & Benefits, HR Policies and HR Operations to ensure accurate HR services, statutory compliance, competitive and equitable reward practices, effective workforce cost management, and consistent employee experience.
Responsibilities
1. Payroll, Tax & Statutory Compliance – 30%
Manage end-to-end monthly payroll, including payroll inputs, validation, reconciliation, payment coordination, and payroll records.
Manage Personal Income Tax and statutory insurance including Social, Health and Unemployment Insurance, declarations, annual finalization, and employee claims.
Ensure compliance with labor, payroll, tax, and statutory requirements, with appropriate controls and documentation.
Coordinate with Finance, authorities, and external providers on payroll, tax, insurance, and related compliance matters.
2. Compensation, Job Architecture & Salary Review – 20%
Manage job evaluation, job grading, job benchmarking, salary structures, and pay positioning to ensure internal equity and market competitiveness.
Lead salary surveys and market benchmarking, analyze compensation trends, and recommend salary ranges and pay practices.
Coordinate annual salary review, promotion, and salary adjustment processes.
3. Benefits, Employee Wellbeing & HR Policies – 15%
Manage employee benefits and wellbeing programs, including health insurance, annual health checks, allowances, welfare, and other company benefits.
Develop, review, and maintain HR policies, procedures, and guidelines covering compensation, benefits and other employment-related matters.
Ensure policies are compliant with Vietnamese labor regulations, aligned with Knauf standards, internally consistent, and practical for business implementation.
Advise managers and employees on policy interpretation; manage policy communication, implementation, periodic review, market benchmarking, and improvement.
4. HR Operations & Employee Lifecycle – 15%
Manage employee administration throughout the employment lifecycle, including offer, onboarding, labor contracts, employee movements, and offboarding.
Manage expatriate administration including Work Permit, Visa, and Temporary Residence Card.
5. HR Budget, Cost Controlling & Analytics – 10%
Prepare and manage the annual HR budget, personnel cost, and forecast.
Monitor actual personnel costs against budget, analyze variances and cost drivers, and provide management insights.
Develop cost simulations and prepare analytics to support HR and business decision-making.
6. HRIS, Governance & Process Improvement – 10%
Maintain accurate data in HRIS and ensure timely updates.
Ensure HR data privacy, confidentiality, data integrity, access control, secure handling and appropriate retention of employee information.
C&B reporting, audits, and regulatory/compliance reviews.
Drive continuous improvement, automation, and digitalization of C&B and HR operational processes.
Requirements
Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Law, or related field.
At least 5 years of relevant C&B / HR Operations experience, preferably in a multinational or manufacturing environment; prior Senior/Supervisory exposure is preferred.
Proven hands-on experience in payroll, PIT, statutory insurance, labor compliance, employee benefits, and HR policies.
Solid experience in job evaluation/grading, salary benchmarking, salary surveys, annual salary review, and compensation analysis.
Good understanding of Vietnam labor regulations and employee lifecycle administration, from onboarding, labor contracts and employee movements through offboarding.
Strong analytical and Excel skills; experience with HRIS, workforce cost/budget analysis.
Proficient in English, both written and spoken.
Hands-on experience with Mercer IPE/job evaluation, job grading, and Mercer salary surveys is highly preferred.
