美团Payroll manager
任职要求
- Bachelor’s degree in Accounting, Finance, or related field. - Minimum of 5 years of experience in payroll processing. - Proficiency in payroll software- Excellent attention to detail an…
工作职责
- Process payroll for employees accurately and on time, utilizing payroll software. - Verify attendance, overtime, and other relevant data to ensure accurate calculation of wages. -Reviewed and applied changes to benefits & allowance policies to the eligible employees. - Coordinate with HR team to ensure all employee information is up to date. - Ensure compliance with local tax regulations and labor laws. - Respond to employee inquiries regarding payroll matters in a timely and professional manner. - Generate payroll reports for management as needed. - Collaborate with finance and accounting departments to reconcile payroll transactions. - Stay updated on changes in payroll regulations and adjust processes accordingly.
-作为Payroll Manager，担任中国总部对接海外拉美区域薪酬流程的主要联系人（POC），统筹和协调相关薪酬事务 -建立并推动以持续改进、自动化、合规、供应商责任制和质量管理为核心的薪酬文化，以可量化指标衡量改进成果 -负责全球薪酬标准化与优化项目的落地执行，推动海外国家薪酬流程的创新与效率提升 - 建立并持续完善海外薪酬相关的 SOP、SLA 及内部控制机制，不断提升薪酬准确率与交付质量 -与 HRBP、HR Operations、系统 及 Finance Operations 等关键利益相关方建立并维护良好合作关系，识别并推动流程及服务交付的持续改进 -根据业务需要，在特定阶段支持海外国家的薪酬流程与运营工作 -负责第三方薪酬供应商的管理与绩效评估，确保服务质量、合规性及交付结果
- 主导海外 Payroll / HRIS 系统项目，包括系统上线、流程配置、UAT 测试、问题跟踪及上线后稳定支持 -负责薪酬系统与 HRIS、财务系统之间的数据接口对接、数据校验及对账机制，确保数据一致性与可追溯性 -支持并推动薪酬流程的自动化与系统化改进，减少人工操作和运营风险 -作为主要执行方，与第三方薪酬供应商日常对接，跟进交付质量、问题整改及 SLA 履约情况 -支持供应商切换、新供应商引入项目，包括需求梳理、数据准备、测试及过渡期管理 -建立并维护与供应商相关的操作文档、系统配置说明及数据规范 -在系统和供应商层面支持薪酬核算、账务处理及审计需求
1、Be responsible for daily tax compliance work for Keeta Brazil legal entity; 2、Supervise local tax invoicing arrangement, including set up and upgrade e-tax invoice system, make sure the VAT/ISS/ICMS invoice are properly and correctly issued; 3、Provide feasible tax treatments for local business models and suggest tax optimization planning ideas; 4、Be responsible for all the tax compliance issues of Brazil entity, including but not limited to, income tax, indirect tax, withholding tax and payroll tax; 5、Advise on international tax issues for cross-boarder transactions with Brazil entity; 6、Manage local transfer pricing documentation in Brazil and follow Global Transfer Pricing Policy issued by the headquarter; 7、Coordinate with internal team members and external tax agents to ensure full compliance of local business operations from Brazil tax perspective; 8、Build up and maintain good relationship with all levels of Brazil tax bureaus and deal with any tax audit and tax dispute.
Job Title: HR Manager-Global Contingent Labor Location: Shanghai Employment Type: Full-Time Salary Range: Competitive, commensurate with experience About the Role As a HR Manager-Global Contingent Labor, you will lead the oversight and operational execution of Trip.com Company’s global contingent workforce administration. This role bridges internal business needs with external labor providers to ensure compliance, efficiency, and alignment with organizational goals. You will manage relationships with staffing agencies while driving innovation in workforce solutions. Key 1. Workforce Planning - Align contingent labor strategies with business objectives, ensuring scalability and adaptability to market demands. - Develop and implement policies for temporary workers, consultants, and contractors, ensuring compliance with international labor laws and regulations . 2. Vendor & Partner Management - Cowork with Purchasing to negotiate contracts, SLAs, and pricing models with staffing agencies and outsourcing partners . - Monitor vendor performance metrics (e.g., time-to-fill, quality of hires, cost efficiency, payroll accuracy) and resolve escalations . 3. Compliance & Risk Mitigation - Ensure adherence to labor laws, worker classification standards, and data privacy regulations across jurisdictions. - Conduct audits to mitigate co-employment risks and optimize labor outsourcing utilization . 4. Operational Excellence - Oversee end-to-end processes: onboarding/offboarding, payroll, benefits administration, and workforce analytics . - Collaborate with HRIS/IT teams to implement and troubleshoot relevant HR platforms . 5. Stakeholder Engagement - Act as a liaison between business units, HR teams, and external partners to address workforce challenges and drive solutions . - Lead cross-cultural communication initiatives to ensure seamless collaboration in diverse markets . 6. Data-Driven Decision Making - Analyze workforce trends (e.g., spend, turnover, compliance risk ) and deliver actionable insights to leadership . - Utilize metrics to optimize vendor management and time-to-productivity for contingent workers .