Manager: Remuneration & Reward

Purpose of the Job: 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.

Key Performance Areas

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 RAF Remuneration and Reward Strategy including benefits

• Participate in Annual Salary Surveys.
• Benchmarking RAF jobs against the market to ensure that the RAF offers competitive market salaries.
• Conduct research on best practice and new developments in the remuneration field.
• Identify ways to attract and retain RAF employees.
• Monitor the implementation of best practice (short and long-term reward strategies) for RAF 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 RAF 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 RAF 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 standardization 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 RAFs 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 RAF.
• 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.

Qualifications and Experience

• Bachelors Degree/Advanced Diploma in Human Resource Management related qualification.
• Post-Graduate Graduate 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.

Technical and Behavioral Competencies Required

• Resilience.
• Communication.
• Working with People.
• Network and Alliances.
• Planning, Organizing and Coordinating.
• Employee Engagement.
• Personal Mastery.
• Judgement and Decision Making.
• Ethics and Values.
• Client Service Orientation.
• Change management.
• Coaching and mentoring.
• Conflict management.
• Critical and innovative thinking.
• Direction setting.
• Facilitation and Presentation Skills.
• People management.
• Policy conceptualization and formulation.
• Risk Management.
• Programme/project management.
• Service Delivery Innovation.
• Stakeholder development and relations.
• Reporting.
• Tax legislation.
• Remuneration principles.
• SAP ECM knowledge.
• Computer literacy.
• Analytical thinking.
• Data orientation.
• Excellent Numerical Ability.
• Presentation Skills.
• Survey and Benchmarking Methodologies.