Total Rewards Head Salary at Asia Pulp & Paper BETA

How much does an Asia Pulp & Paper Total Rewards Head make?

As of December 2024, the average annual salary for a Total Rewards Head at Asia Pulp & Paper is $243,889, which translates to approximately $117 per hour. Salaries for Total Rewards Head at Asia Pulp & Paper typically range from $219,001 to $269,598, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

Asia Pulp & Paper Overview

Website:
asiapulppaper.com
Size:
15,000 - 50,000 Employees
Revenue:
$50M - $200M
Industry:
MFG Durable

Founded in 1972, Asia Pulp & Paper (APP) is a trade name for a group of pulp and paper manufacturing companies in Indonesia and China. The company is headquartered out of Lachine, Quebec.

See similar companies related to Asia Pulp & Paper

What Skills Does a person Need at Asia Pulp & Paper?

At Asia Pulp & Paper, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.
  2. Benchmarking: Benchmarking is the practice of comparing business processes and performance metrics to industry bests and best practices from other companies. Dimensions typically measured are quality, time and cost. Benchmarking is used to measure performance using a specific indicator (cost per unit of measure, productivity per unit of measure, cycle time of x per unit of measure or defects per unit of measure) resulting in a metric of performance that is then compared to others. Also referred to as "best practice benchmarking" or "process benchmarking", this process is used in management in which organizations evaluate various aspects of their processes in relation to best-practice companies' processes, usually within a peer group defined for the purposes of comparison. This then allows organizations to develop plans on how to make improvements or adapt specific best practices, usually with the aim of increasing some aspect of performance. Benchmarking may be a one-off event, but is often treated as a continuous process in which organizations continually seek to improve their practices.
  3. Change Management: Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare , support and help individuals, teams, and organizations in making organizational change. The most common change drivers include: technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.
  4. compensation analysis: A review of employee pay in relation to an organization's pay philosophy. It often takes into account both internal equity and external competitiveness to ensure fair pay that can attract, engage, and retain talent.
  5. insurance policies: insurance policies are a legal contract between the insurance company (the insurer) and the person(s), business, or entity being insured (the insured).

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Check more jobs information at Asia Pulp & Paper

Job Title Average Asia Pulp & Paper Salary Hourly Rate
2 ABAP Developer $94,610 $45
3 Academic Assistant $63,477 $31
4 Accounts Receivable Specialist $57,818 $28
5 Application Architect $166,246 $80
6 Assistant Manager $105,254 $51
7 Automation Engineer $116,703 $56
8 Brand Manager $134,961 $65
9 Brand Specialist $72,663 $35
10 Business Analyst & Senior Supervisor $82,029 $39
11 Business Intelligence Specialist $112,120 $54
12 Business Operations Specialist $125,900 $61
13 Business Process Improvement Analyst $87,378 $42

Hourly Pay at Asia Pulp & Paper

The average hourly pay at Asia Pulp & Paper for a Total Rewards Head is $117 per hour. The location, department, and job description all have an impact on the typical compensation for Asia Pulp & Paper positions. The pay range and total remuneration for the job title are shown in the table below. Asia Pulp & Paper may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $243,889 look to you?

FAQ about Salary and Jobs at Asia Pulp & Paper

1. How much does Asia Pulp & Paper pay per hour?
The average hourly pay is $117. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at Asia Pulp & Paper?
According to the data, the highest approximate salary is about $269,598 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at Asia Pulp & Paper?
According to the data, the lowest estimated salary is about $219,001 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.