Graticule Asset Management Asia Human Resources Salary

Human Resources Salary at Graticule Asset Management Asia BETA

How much does a Graticule Asset Management Asia Human Resources make?

$79,126 /year

As of March 2025, the average annual salary for a Human Resources at Graticule Asset Management Asia is $79,126, which translates to approximately $38 per hour. Salaries for Human Resources at Graticule Asset Management Asia typically range from $72,063 to $86,376, 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.

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Graticule Asset Management Asia Overview

Price a Job for my company
Website:
gama.com
Size:
25 - 50 Employees
Revenue:
$10M - $50M
Industry:
Financial Services

Graticule Asset Management Asia is a global alternative asset manager founded by Adam Levinson. Graticule Asset Management services provide for the management of alternative investment strategies that pursue superior risk-adjusted returns surrounding distinctive, Asia–related macroeconomic themes. Headquartered in Singapore, the company has offices in New York, San Francisco and London.

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What Skills Does a person Need at Graticule Asset Management Asia?

At Graticule Asset Management Asia, 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. Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
  2. Employee Relations: Establishing and managing all interactions with employees to achieve the goals of the organization.
  3. HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
  4. Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
  5. Microsoft Office: Microsoft Office is a suite of desktop productivity applications that is designed by Microsoft for business use. You can create documents containing text and images, work with data in spreadsheets and databases, create presentations and posters.
See More Skills

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Check more jobs information at Graticule Asset Management Asia

Job Title Average Graticule Asset Management Asia Salary Hourly Rate
2 Desktop Support Engineer $72,806 $35
3 Global Head, Tax $298,150 $143
4 Key Account Manager $109,361 $53
5 Senior Compliance Officer $99,370 $48
6 Trading Assistant $65,413 $31
7 Executive Assistant $90,596 $44
8 Senior Vice President $223,755 $108
9 Senior VP, Investor Relations $278,920 $134
10 Trader $57,772 $28
11 Desktop Support Analyst $70,691 $34
12 IT Support Analyst $70,691 $34
13 Managing Director $874,316 $420

Hourly Pay at Graticule Asset Management Asia

The average hourly pay at Graticule Asset Management Asia for a Human Resources is $38 per hour. The location, department, and job description all have an impact on the typical compensation for Graticule Asset Management Asia positions. The pay range and total remuneration for the job title are shown in the table below. Graticule Asset Management Asia may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $79,126 look to you?
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FAQ about Salary and Jobs at Graticule Asset Management Asia

1. How much does Graticule Asset Management Asia pay per hour?
The average hourly pay is $38. 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 Graticule Asset Management Asia?
According to the data, the highest approximate salary is about $86,376 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 Graticule Asset Management Asia?
According to the data, the lowest estimated salary is about $72,063 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.