Job Description

Experience and Qualifications

• A postgraduate qualification in Financial Management, Human Resources or related field.
• Formal training in reward fundamentals (such as GRP certification).
• 8-10 years of reward or equivalent experience with an in-depth knowledge of core reward terminology and best practices at a senior level.
• Experience in Business & Financial modelling.
• Experience in policy & framework design.
• Formal training in reward fundamentals (such as GRP certification).
• Must have the ability to write clear communication that is tailored to the specific audience.
• Must be comfortable formulating and analysing data from a variety of sources.
• Have solid consultation skills and the ability to seek out information and provide quality advice.

• In collaboration with the Manager Reward Design, Advisory & Governance, develop, plan and implement the strategy and operating model of rewards in response to the Group strategy.
• Work collaboratively with the other divisions to provide outstanding, effective and efficient reward services.
• Accountable for the design and implementation of value-add reward practices.
• Analyse reward policies in relation to similar jobs in comparable industries or geographic areas and recommend changes as appropriate to establish and maintain competitive pay rates and ensure equity.
• Conduct job analysis to determine appropriate market pricing, review and approve salary increases and advise management on reward actions for employees.
• Develop pay systems that are industry competitive and enable management to focus on reward individual and group performance.
• Design and drive practice excellence and implement reward practice reporting tools that will enable a higher
• quality of line management decision making regarding people in the business.
• Participate in, contribute to and influence the Group`s practice owners with regard to the design of the integrated reward practice frameworks and drive adoption of practice, strategy and framework.
• Stay abreast of best practices and/or new developments in reward disciplines and drive adoption as deemed appropriate.
• Conduct benchmarking and annual salary increase analyses and ensure accurate reward incorporation of salary surveys and related results.
• Support the annual remuneration review process to ensure effective, accurate and cost-effective implementation.
• Identify, monitor and manage reward related risks in partnership with business heads.
• Provide authoritative specialist expertise, judgment and advice to internal clients.
• Continuously strive to enhance and improve the reward processes.
• Identify reward process issues, analyse external benchmarks, and develop solutions to determine the best operational course of action.
• Contribute and ensure compliance to the Department of Labour legislative reporting, governance, relevant legislation and risk mitigation strategies.
• Design and evaluate reward programs in support of business goals and employees' needs, which integrate with our overall employment value proposition and support our values.
• Assess competitiveness of reward strategy and make recommendations for new programs or enhancement to current programs.
• Research market trends, legislation, and compensation surveys to make recommendations for policy change and competitive positioning as appropriate.
• Develop proposals and deliver presentations about reward programs/initiatives to influence and educate managers.

ExecutivePlacements.com