Job Description

Management Level

Senior Manager

& Summary

At PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation's human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience.




Those in total rewards at PwC will design and implement compensation and benefits programmes to attract and retain top talent. Your work will focus on making sure employees are rewarded fairly and competitively for their contributions to the Firm.
Growing as a strategic advisor, you leverage your influence, expertise, and network to deliver quality results. You motivate and coach others, coming together to solve complex problems. As you increase in autonomy, you apply sound judgment, recognising when to take action and when to escalate. You are expected to solve through complexity, ask thoughtful questions, and clearly communicate how things fit together. Your ability to develop and sustain high performing, diverse, and inclusive teams, and your commitment to excellence, contributes to the success of our Firm.


Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to:


Craft and convey clear, impactful and engaging messages that tell a holistic story. Apply systems thinking to identify underlying problems and/or opportunities. Validate outcomes with clients, share alternative perspectives, and act on client feedback. Direct the team through complexity, demonstrating composure through ambiguous, challenging and uncertain situations. Deepen and evolve your expertise with a focus on staying relevant. Initiate open and honest coaching conversations at all levels. Make difficult decisions and take action to resolve issues hindering team effectiveness. Model and reinforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance), the Firm's code of conduct, and independence requirements.

About PwC SATIC and the role

Within PwC's South Africa Technology & Innovation Centre (SATIC), the Compensation and Rewards Analyst play a crucial role in promoting organisational success by collaborating on a strategic project aimed at auditing and enhancing internal role profiles, whilst harmonising salary structures with the South African market. This initiative encompasses more than remuneration , integrating considerations for skills development and career pathways. The role demands the expert application of the Paterson grading scale to ensure the alignment of role profiles with organisational standards, market benchmarks, and required skills and competences, ensuring consistency and equity across the organisation . By collaborating with HR Business Partners, line managers, and other key stakeholders, the Analyst facilitates the evaluation and refinement of role definitions, resulting in more precise and standardised profiles. Through proficient use of grading methodologies and integration into compensation frameworks, the Analyst bolsters SATIC's commitment to equitable and transparent reward systems, fostering a culture of performance excellence and operational integrity. With a focus on analytics and documentation, this role is pivotal in maintaining a clear audit trail and promoting informed decision-making underpinned by robust, data-driven insights.

Summary:

The Compensation and Rewards Analyst at PwC's South Africa Technology & Innovation Centre (SATIC) will conduct a thorough audit of all internal roles, examining existing role profiles to ensure alignment with organisational standards and market benchmarks. By utilising the Paterson grading scale, the Analyst will evaluate and assign

Qualifications /

Certifications required:

Bachelor's degre e in human resources Experience Patterson Consultant

Experience required:

Minimum 8 years' work experience in Compensation & Benefits, Rewards or HR Analytics Proven expertise in job evaluation and grading, specifically using the Paterson grading system Strong understanding of role profiling, organisation design, and compensation frameworks Experience working on large scale role audits or grading projects Excellent analytics and documentation skills Ability to work independently and manage project timelines effectively. Experience in consulting or working with multiple business units Strong stakeholder engagement and communication skills

Responsibilities of role:

Conduct a comprehensive audit on all existing role profiles

across Business Units

Examine role descriptions, responsibilities, and competencies. Assess alignment with organisational standards and strategic goals.

Apply the Paterson grading

methodology

to evaluate and assign

appropriate grades

to each role:

A ssess roles based on scope, complexity, and decision-making requirements. Ensure fair, consistent grading aligned with market benchmarks.

Identify

inconsistencies or gaps in current role definitions and recommend adjustments:

Obtain insights and feedback on actual work performed. Ensure alignment between grading practices and business needs.

Document grading rationale and

maintain

a transparent audit trail:

Develop and deliver informative training sessions. Enhance stakeholder understanding and ensure consistent grading practices.

Support the integration of grading outcomes into compensation structures and performance frameworks

A lign grading outcomes with compensation and performance assessments. Establish equitable reward systems and performance metrics.

Desirable skill sets

include:

Excellent communication, interpersonal, collaboration and conflict resolution skills. Analytical mindset Ability to influence stakeholders and drive change. Agile, resilient, and innovative approach to problem-solving. Adaptability and Resilience Organisational and Planning Skills

Role related attributes:

Detail-oriented: Precision in auditing role profiles and ensuring accuracy in documentation and grading outcomes. Integrity and transparency: Uphold ethical standards and maintain openness in communicating grading rationales and processes. Proactive: Take initiative to identify and address gaps or inconsistencies in role definitions and compensation frameworks. Results-driven: Focus on achieving precise grading outcomes and contributing to organisational success through improved role profiles and compensation systems. Customer-focused mindset: Work diligently to understand and meet the needs and expectations of internal stakeholders and employees. Methodical and organised : Approach complex grading projects systematically, ensuring thoroughness and adherence to timelines. Continuous learner: Stay updated on industry trends, compensation methodologies, and grading systems to enhance expertise and effectiveness. Collaborative: Work seamlessly with HR partners, line managers, and various stakeholders to achieve common objectives . Cultural sensitivity: Recognise and appreciate diverse perspectives and organisational cultures, ensuring equity and fairness in role grading.

Mental & Environmental Demands

/ Special work requirements:

This environment demands exceptional quality, attention to detail and ensure time frames are adhered to with performance under pressure. Ability to deliver on a task independently High level of resilience and persistence Continues motivation of other to ensure timeous delivery Managing conflicting priorities

Communication and Interaction

required

Staff in own area (manager, subordinates, colleagues)

[

3

0%]

Staff outside own area

[

40

%]

Internal Firm Services ( SA Firm)

[

3

0%]

Territory Stakeholders

[0%]

Vendors/Suppliers

[

0%]

Other (e.g. Industry Forums/Associations)

[0%]

Industry experience

required:

Professional services background is preferred

Add-on to job advert:

Agencies please note:

This recruitment assignment is being managed directly by PwC's Talent Acquisition team. We will reach out to our preferred agency partners in the rare instance we require additional talent options. Any speculative or unsolicited CVs received will be treated as a direct application. Your respect for this process is appreciated.

Travel Requirements

Up to 20%

Available for Work Visa Sponsorship?

No

Job Posting End Date

December 13, 2025