Senior Remuneration Consultant

Senior Remuneration Consultant – Old Mutual South Africa Join to apply for the Senior Remuneration Consultant role at Old Mutual South Africa . Let's Write Africa's Story Together Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this. Job Description The Senior Remuneration Consultant is responsible for shaping and driving the Reward agenda for segments in South Africa (excl. OMI and OMIG). Partner with HCEs, in-segment teams and the Reward COE practice leads to determine critical reward priorities and enable the reward strategy in segments. Embedding a data analytics mindset to analyse and optimise reward spend to leverage high performance. Conceptualise and ensure disciplined execution of strategic Reward initiatives. Define and embed disciplines, capabilities and activities that support the business through appropriate operational practices. Key Result Areas Reward Strategy and deployment Working in partnership with the Reward COE and Segment HC and Business, embed and enable the Group Reward Strategy across all segments in South Africa. Provide input into the Group Reward Strategy for a fit‑for‑purpose, competitive Group reward strategy that supports key value drivers and needs for the segments balancing interests of Group cohesion, market relevance and business outcomes. Partner with segments to ensure management, deployment and embedding of the Group Reward Strategy and related programmes. Partner with the Reward COE for customisation and design of segment‑level reward programmes within group minimum standards. Responsible for the design, development or input into local/segment‑level benefit/recognition and sale incentive programmes. Governance, Risk and Compliance Ensure the Reward Governance standards applicable across the group are implemented. Ensure all OML Group Reward Governances are fully communicated and socialised for understanding and alignment with key stakeholders and fully complied with. Work with Capital and Reward partners to ensure compliance with key governances and controls; and to identify, assess and mitigate for potential reward‑related risks. Support key stakeholders with audit actions and risk assurance exercises as required. Conduct required communications, change and capability building as required, to ensure shared understanding of key policies, governances, and controls. Operations Drawing from OML Group policy and practice, standardise, optimise and improve the effectiveness of Reward practices and key cycles across the portfolio. A portfolio, embedding principles of disciplined execution and continuous improvement. Partner with segment Executive and Human Capital Teams to provide guidance and support on key Reward issues requiring more specialist input. These may include, but are not limited to guidance on remuneration governances, the construction of more complex offers, specific remuneration challenges relating to attraction and retention, etc. Approve executive level offers in partnership with the Reward COE for all segment appointments, promotions, and separation, including valuation of buy‑out and sign‑on agreements. Working in partnership with Group Reward function and Human Capital Teams, plan and drive completion of all key Reward activities across the portfolio, in line with Group requirements, milestones and timelines; facilitating segment executive level approvals where required. Assisting with the conceptualisation and proposal developments around specific initiatives agreed to address more complex Reward issues. Design and drive programmes of action to execute on agreed initiatives. Partner and lead on all key business change projects including S189 and S197 for segments. Co‑ordinate the annual reward review (Salary, STI and LTI) for segments and support HC and Line management during the process. Form part of the core Reward COE team to drive successful outcomes for the segments during the process. Analytics and Insights Generate insights from Reward Analytics to inform policy and implementation decisions, measure ROI and effectiveness of programmes at segment level. Provide regular reporting and insights on key Reward‑related metrics, with proactive recommendations for risks and/or improvement opportunities. Focus on education, strong communication and creating understanding of practice areas for all stakeholder groups (internal and external) including communities of practice. Lead efficiencies and new ways of work to simplify complex processes that add value. Qualification and experience B. Comm post‑graduate degree in a relevant field. Global Remuneration Professional (GRP) or SARA Accreditation as a Master/ Chartered Reward Specialist advantageous. Experienced senior manager with at least 5–8 years’ total reward experience with demonstrated knowledge of total reward practices at reward partner level. Management consulting change and project management experience is advantageous. Technical Competencies Demonstrated competence in project management and business partnering. Demonstrated business acumen including a sound understanding of business finances. Highly numerate. Understanding of regulatory requirements & legislation (e.g. BCEA, Labour Relations Act, Tax Act, King Code, Companies Act, applicable local legislation, Equal Pay for Equal Work). Demonstrated experience in remuneration survey analysis and application. Demonstrated experience in the design, development and application of strategy, frameworks, and policies. Behavioural Competencies Agile mindset and responsive to quick delivery and turnaround. Strong ability to collaborate both internally and externally. Has significant external networks of beneficial relationships within the Reward field. Strong written and verbal communication and presentation skills. Places the customer first and strives to deliver high quality reward solutions to the business. Innovative and future focused in designing and delivering reward solutions. Leads with influence and is able to achieve results without having direct managerial authority. Has high‑energy and is resilient to change and challenges. Strives to continuously grow in technical and leadership ability. Self‑driven and thrives in high‑change environments. Skills Adaptive Thinking, Business Requirements Analysis, Data Analysis, Data Compilation, Data Controls, Data Management, Employee Compensation and Benefits, Evaluating Information, Executing Plans, Human Capital Management Systems, Oral Communications, Organizational Design, Policy Development, Regulatory Compliance Management Competencies Business Insight Communicates Effectively Decision Quality Ensures Accountability Financial Acumen Manages Complexity Self‑Development Education NQF Level 7 – Degree, Advance Diploma or Postgraduate Certificate or equivalent Closing Date 22 November 2025, 23:59 Seniority Level Mid‑Senior level Employment type Full‑time Job function Consulting, Information Technology, and Sales Employment Equity Statement The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question. Old Mutual Story #J-18808-Ljbffr