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Job Summary
To provide expert advice and operational support on the full range of Reward related activities. This includes advising on pay structures, job evaluation and grading, salary surveys, bonus and incentive schemes, total reward statements, share schemes, and other reward and benefit related matters. To analyse market trends and salary data to determine competitive pay rates, as well as recommending appropriate benefits and compensation programs. As the in-house Reward expert, the Reward Manager will play a key role in communicating these programs to senior management and employees. Remuneration Philosophy led Contribute to the ongoing development of the companyâ€s reward philosophy, to ensure alignment with the Groupâ€s strategic objectives and organisation and operating models. Support the development of a group-wide reward system, policies, and processes and drive consistency across brand, country and department units. Partner with HODs and MDs to support the reward organisational ‘health†of employees, to ensure effectiveness in reward at every level. Drive delivery of best-in-class reward communications throughout the cycle. Consistent review of remuneration policies and alignment with Board Remuneration reporting. Provides input into budgets and salaries wages forecasting. Remuneration practices delivered Deliver the annual remuneration review process (including salary adjustment, bonuses and short term incentives) and support the long term incentive process in collaboration with Group Finance. Ensure compliance with legal, tax and other regulatory requirements across all company countries Develop and maintain up to date pay scales for the Group aligned with the Remuneration Strategy Review all aspects of the company bonus scheme and make recommendations to enable superior productivity. Implement sound incentives across the organisation. Maintain up to date market data and prepare information for submission to pay and benefit surveys. Analyse survey results for business communication. Undertake research and analysis of workforce data and market information. Using statistical and quantitative analytical techniques to analyse people-related business problems and present the findings in relevant and easily understandable formats. Implementing relevant HR metrics in order to determine the efficiency and impact of reward. Preparing Remuneration Reports, as required, for EXCO, REMCO, HR MANCO and senior managers. E.g. pay differential reports (gender and equity). Ensure reporting is appropriate for both HR and non-HR audiences. Manage Reward and headcount aspects of statutory reporting required by the formal regulatory bodies. Support HRBPs in the provision of internal and external parity analyses of remuneration as required. Benefits practices delivered Recommend appropriate recognition and benefit programs for the Group and co-ordinate their implementation. Oversee benefit design, harmonisation, administration, and governance. Relationship management of external suppliers including pension, medical and reward survey providers and other benefit providers. Serve as Employer representative on the Retirement Fund Board. Job Evaluation Committee led Lead the Job evaluation committee by reviewing principles from time to time; scheduling the annual calendar and ensuring sufficient trained professionals for attendance. Run JEC meetings regularly and manage the database to ensure all organisational changes are up to date on the system. Ensure Job Descriptions are completed appropriately and provide coaching where required to drive best practice. Mobility Policy managed Ownership and ongoing maintenance of the Mobility Policy and direct management of the expat talent pool. Manage expat contracts and work permits, and ensure contracts are renewed in time and in alignment between Home and Host reward matters. Manage relationships with 3rd party partners, specifically tax mobility consultant, International SOS and payroll partners Reward projects driven Build competence in Reward across the HR portfolio. Identify areas of optimization to ensure companyâ€s continuously enjoys a progressive, engaging and commercially astute approach to reward. Plan for – and execute projects in accordance with agreed budgets and timelines, and track progress including risk identification and mitigation.  Bachelorâ€s Degree in Commerce or Science. (Must be numerate) Relevant Post Graduate Qualification Experience (Remuneration Manager, Remuneration Analyst- 3 years, 5 Years) Registration with SARA Excellent Microsoft Office skills viz Excel, Word and Powerpoint Good understanding of the HR value chain Expert in HR information management Sound knowledge of South African Employee Income Tax Legislation Expert Knowledge of Paterson Job Evaluation System Proficient understanding of short term and long term incentives
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