Does anybody know how much should I anticipate for nearly 4 years of working experience as a HR Exec or Specialist in a MNC?

I'm currently earning about RM 5k/month but I will have some changes in my job role soon where I'll be taking up different portfolio with heavier responsibilities. So, I'm thinking how should I negotiate with my superior on this matter? Not sure if my negotiation would sound reasonable, just would like to know what's the market rate now. I know it's funny for a HR person to ask this but this is my first job since I joined them as internship student and I continued from there. We don't hire HR Exec from outside, probably our attrition rate in HR is pretty low.

My boss already made it so clear that my next promotion only comes next year, that means my new job grade will only be upgraded next year but slight adjustment may sound possible for this year.

Er, Sr. Software Development Engineer in my company earns RM 6.5k-RM 9k, depends on the scopes.
I'm not sure your scopes in your current company, I don't expect you ask for that much when you are only at 2.75k now.

This post has been edited by fruitie: May 18 2013, 12:37 PM

Ya, just accept. It is part of growing.
Not revealing. It is a MNC in telco.

No.
I'm in vendor industry not provider by the way.

I'm handling CnB by the way.
I think I will need to speak to some of the headhunters.
We do engage with companies to do salary survey as well but only for engineering positions.

Of course I will share more if it is needed. But I was trying to put into a generic way.
I'm coming from telco background, a MNC that operates in more than 60 countries in the world.

My current scopes as below:
1) Payroll - Handling Malaysia payroll at this moment
2) Operations matters - End to end operations
3) Supports all the HR Business Partners' need

My future scopes:
1) All the above plus;
2) Payroll for different countries
3) Regional projects that require me to travel extensively

At this moment, I'm the only one handling operations matter in Malaysia because they couldn't get me an additional headcount for me. Current headcount is near to 300.

After rounds of discussions and appeals, I finally managed to get my manager to get headcount for me. So, I'll be having a new person to take over some of my roles while I will do the higher level projects and supervise this person. Then, I can concentrate and further grow myself which I hope my bandwidth can allow me to be upgraded to a team lead next year if nothing happens.

This post has been edited by fruitie: May 20 2013, 03:40 PM

If that matters, I'm 27 this year.

Have to la, I'm not young anymore.
It is a 2-way communication, I have to tell him what I want to be and how he can support me to grow further.

Years of experience?
Most of the time experience matters more than qualification.
If fresh grad, the salary will not vary much from a Degree holder.

This post has been edited by fruitie: May 28 2013, 07:51 PM

Industry is not the only determinant for salary range.
Look at the position first and the company.

This post has been edited by fruitie: Jun 12 2013, 03:26 PM

Did I say it is not one of factors?
I said: "Industry is not the only determinant for salary range."

There are other factors (some of them I have mentioned earlier) that contribute into one's salary. You can't make your conclusion that way.

This post has been edited by fruitie: Jun 12 2013, 04:10 PM

Ya, I challenge you to take up my role.
I'm more to the business HR that acts as a business partner for managers and employees.
I don't bother who comes in to work, what time the person comes in and goes out, how the person dresses to work. If you still have that perception for a HR person, you failed miserably.

This post has been edited by fruitie: Jun 12 2013, 04:37 PM

My above reply still applies.
It shows that HR's presence/role is still not so well clarified in your company.
I'm disappointed.

If anybody can do the job, why qualification is important at the first place?

This post has been edited by fruitie: Jun 12 2013, 04:58 PM

Not for my company, before and after still the same.

Thanks for the words, at least we have people know we do more than what others may perceive.

The prospect of this new role?
Allows to have better career growth?

Well, those that you mentioned is just a proportion of what a HR person should do.
There are more that needs to be done.

We have a very good relationship with the employees in the company. Our headcount is not that small (approx 300) but everyone knows and appreciates us. Though there are times, we have to be firm with our decision but we need to flexible enough to listen to the employees. That's how I was taught when I first joined this company as a freshie.

I always believe employee-employer relationship plays in 2 ways and not only depending on employer all the time.

Anyway, appreciate your feedback.

Today I have six sessions of 1-1 discussion and will start at 2p.m., next week will continue with others. I always believe in meeting with employees and managers to understand their needs. I don't like hiding behind my laptop and do my work.

This post has been edited by fruitie: Jun 14 2013, 01:53 PM

Usually I reserve my Fridays for this kind of discussion due to casual day.
Though most of the employees are away on Fridays but can be arranged in advance.

I think employer-employee relationship is important, both needs each other.


I'm still learning as much as I can so that I can have bigger leap in my next career growth.
That's one part that contributes to the next salary leap.

This post has been edited by fruitie: Jun 14 2013, 04:20 PM

Nope, not normal practice. It is company's dependence.
If it is not mentioned, most likely there is no adjustment after probation.

My company practises the same as well, before and after is the the same.

Ya, before you sign please ask everything. Everything should be documented.
Even if it is not going to mention in the letter of appointment, make her confirm in email and keep black and white. Some companies may not mention the adjustment after probation in the letter.
For this kind of important things, I'll make sure I have black and white with employees.

Everything should be fine if it is properly documented.

You can request but this should be discussed before the letter was prepared. Didn't you have a good discussion with the hiring manager or HR prior to this?
For me, I won't like people negotiating with me during the signage of offer letter, this should be done earlier. However, it has to be fair to you as well, if this wasn't initiated from the beginning from either party.

About your job description, this should be highlighted to you during the interview. If not, how can you accept the offer without knowing what you are actually going to do?
And it is not common to list down your roles and responsibilities on the offer letter.
It is subject to change according to the business requirement.

This post has been edited by fruitie: Jun 15 2013, 03:22 PM