Job Description

We are recruiting for a

Manager: Remuneration and Reward

role. Reporting to the Head: People Management, the successful incumbent is responsible for the provision of a specialist consultancy and advisory service in the field of Remuneration and Reward to the organisation. This is a permanent role, based in Centurion.

Key responsibilities:

Policy review and implementation

Contribute to the development and implementation of departmental policy, procedures and processes. Keep up to date with effective policy and practice execution strategies.

Manage the implementation of the Organization's Remuneration and Reward Strategy including benefits

Participate in Annual Salary Surveys. Benchmarking internal jobs against the market to ensure that the organization offers competitive market salaries. Conduct research on best practice and new developments in the remuneration field. Identify ways to attract and retain organization employees. Monitor the implementation of best practice (short and long-term reward strategies) for the organization including annual salary reviews and benefits. Ensure a no-fault implementation of discretionary rewards. Conduct salary and benefit surveys, conduct an analysis of the reports and make submissions to EXCO and REMCO. Ensure ASA Mandate request is based on valid and credible market data and benchmarked information. Manage the processing of annual Performance Related Pay and discretionary bonuses. Conduct salary analysis for costings, forecasting, etc.

Manage and create awareness of remuneration and reward processes within the RAF

Ensure that all staff is informed on changes of remuneration and reward processes though the VC engagements, regional visits, workshops and roadshows Facilitate training material for all Remuneration practices. Facilitate resolving all remuneration queries.

Manage the development and Maintenance of the Remuneration Philosophy

Develop a remuneration philosophy consistent with the organisation's EVP. Make recommendations based on best practice. Develop, implement and maintain pay differentiation. Identify remuneration and reward risks and put in place mitigating strategies. Develop standard operating procedures for remuneration and reward processes to ensure standardisation on the implementation of processes. Provide input into all remuneration and reward processes. Provide inputs on Annual Salary Adjustments, Annual Performance Bonuses, Pay Progression for Performance, Qualifications and Tenure, and Recognition System Provide input to the Central Bargaining Council on Remuneration aspects.

Reporting

Prepare and submit reports as and when required to provide progress updates and/or inform management decisions. Develop reports/ policies/ procedures and guide the process through the alignment of the documents to the overall organisational strategy. Develop functional reporting systems for management, projects or performance reporting. Prepare proposals, briefings, presentations, reports, and other documentation and provide management information both verbally and in report format.

Stakeholder Management

Facilitate and manage communication with relevant internal and external stakeholders in relation to investments and proactively and progressively manage the relationships. Manage relationships with vendors, service providers or procurement teams and ensure that all relevant procured items are invoiced and paid on time. Communicate with all levels of stakeholder contact. Represent the Fund in relevant external activities and events.

People Management

Ensure the sourcing, development and retention of a high-performance team. Manage the recruitment of the operational workforce in line with employment equity targets. Manage staff in the department to ensure that they achieve their objectives in line with the strategic objectives of the organisation. Manage the implementation of people management processes and procedures to control/regulate workplace conflict and/or institute corrective measures and consultation processes to address deviations from standards. Allocate, direct, motivate and evaluate subordinates to help them achieve their individual goals.

Minimum Technical Skills and Qualifications:

Bachelor's Degree/Advanced Diploma in Human Resource Management related qualification. Postgraduate in Human Resource Management qualification will be advantageous. Active Global Remuneration Professional (GRP) Certification is Essential. Professional Designation from SARA - Reward Specialist or higher. Relevant 6-8 years' experience in the Remuneration and Reward environment of which 2 years must have been on a management/supervisory level. For more information please contact:

Dimpho Bogopa