Reward & Compensation Specialist

Purpose of the Role

To work in conjunction with the Business to:
• The Reward Specialist will be responsible to support the organisation’s remuneration strategy and processes through the implementation and maintenance of effective and efficient remuneration administration and management practices

Main Responsibilities
• Partner with HR business partners to identify and propose total reward solutions to influence employee behaviour, to attract and retain
• Manage the completion of market survey submissions and data analysis
• Analyze remuneration and benefits across the business report on findings including internal equity and external competitiveness
• Evaluate and recommend changes to increase the effectiveness, alignment and competitive positioning of the Group’s compensation practices, including base salary and annual incentive programmes
• Establish, administer, manage, and review the Group’s employee remuneration and benefits system, including the integration of benefit programmes following any mergers and acquisitions
• Devise, maintain and monitor fair and equitable pay rates across the Group
• Participate in the management of year-end pay and benefits review and bonus payment cycle
• Recommend corrective or alternative actions to resolve compensation-related issues
• Manage medical aid and disability funds, identify, and implement benefits to increase the quality of life for employees, by working with brokers, considering the risks and cost implications, and researching benefits
• Provide expert knowledge to assist in the selection of third parties to provide the best HR solutions and services
• Manage third-party vendors such as brokers and consultants and mediate between vendors and employees
• Manage service level agreements with benefits service providers
• Perform audits to ensure compliance with the remuneration structure
• Manage the administration of the Group’s profit share programme
• Design and implement specific projects relating to compensation and benefits as required
• Participate in the compilation and provision of all requisite information for the external audit and for the remuneration components of the annual report

Education and Qualification
• Relevant business degree
• Minimum of 3 – 5 years in a reward / compensation & benefits environment

Knowledge and Skill
Knowledge
• Classic reward experience is essential.
• HR business partnering experience would be an advantage.

Competencies Required
• Proven analytical skills
• Strong attention to detail
• Ability to manage self
• Forward thinking
• Ability to multitask and prioritize projects
• Comprehend, interpret and apply policies with accuracy and clarity
• Knowledge of SA labour laws and Employment Practices

Job Grading
• Coordinate and oversee job grading processes, as and when required
• Evaluate positions to ensure a consistent single grading system across the Group
• Prepare classification systems and define job levels and families

Analysis and Reporting
• Compile remuneration and benefit statistical reports
• Collect and analyse compensation information across all work areas within the Group
• Initiate total compensation reviews and alternatives based on market competitiveness and business needs

Information and Data Management
• Consolidate data from all systems impacting on remuneration to analyse human resource-related data and identify trends and anomalies
• Share relevant management information with operational and national management teams to enable reliable business decision-making
• Ensure relevant remuneration information is available on the company intranet for referencing by the broader employee-base
• Oversee and assure the integrity of remuneration and job grading data and information across the Group

Professional and Technical Support
• Work closely with a multi-disciplinary team to smoothly transition from design to implementation or maintenance of new or changed compensation and remuneration programmes
• Serve as a recognised subject matter expert and an escalation point for HR and business leadership regarding issues around pay and bands by influencing outcomes that are based on professional advice consistent with Group-wide policies and best practice