Senior Manager

Company Description AtDeloitte,our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek. Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems. Deloitte offers career opportunities across Internal Client Services, Audit & Assurance (A&A), Tax & Legal (T&L)and our Consulting services business, which is made up ofStrategy, Risk & Transactions Advisory (SR&T)andTechnology & Transformation (T&T). Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. About Internal Client Services It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people. Reward Strategy Design, implement, and monitor reward strategies and policies for Deloitte Africa, ensuring annual review and ongoing relevance Collaborate with reward leaders across Southern, East, and West Africa to harmonise approaches, share best practices, and support regional reward initiatives Conduct research into global reward trends and adapt policies to local and regional contexts Advise on and implement incentive schemes, retention strategies, and flexible benefits tailored to diverse markets. Operational Excellence & Process Enablement Oversee end-to-end reward processes, including annual increase cycles, salary band development, incentive pool management, and job grading. Conduct market research and benchmarking to inform reward decisions and maintain competitiveness. Ensure operational effectiveness, risk mitigation (e.g., Equal Pay for Work of Equal Value), and alignment with evolving business needs. Business Partnering & Stakeholder Engagement Build and maintain strong relationships with business leaders, HR Business Partners, and Finance teams. Serve as a trusted advisor on reward matters and act as a key liaison with regional counterparts. Engage with external partners and industry forums to benchmark and enhance reward offerings. Reporting Prepare and present reports on pay parity, transformation, and reward trends to senior leadership. Financial Management & Compliance Develop and manage budgets for reward programmes, ensuring financial discipline and value for money. Ensure compliance with statutory, fiduciary, and governance requirements across Southern, East, and West Africa. Maintain robust risk management frameworks for all reward activities. People Development & Enablement Lead, coach, and develop a high-performing reward team, fostering collaboration and continuous learning. Facilitate knowledge sharing and champion diversity, equity, and inclusion in all reward practices. Project & Change Management Lead and deliver key reward projects and change initiatives, ensuring alignment with business enablement goals and quality standards. Support and participate in reward projects, sharing expertise and promoting best practice. Qualifications Completed Bachelor’s degree in business, commerce, or related field is essential. Postgraduate qualification and/or Global Remuneration Professional (GRP) certification highly preferred. SARA Professional Designation (Chartered Reward Specialist or above) highly advantageous. 8–10+ years’ experience in reward, employee benefits, or global remuneration, with at least 2–3 years at management level. Experience in a complex, matrixed environment, ideally with exposure to multiple African markets. Key Competencies Strategic Thinking & Business Acumen: Aligns reward strategy with business objectives. Regional Collaboration: Builds trust-based relationships and harmonises approaches. Change Leadership: Drives and enables transformation initiatives. Analytical & Problem Solving: Uses data to inform decisions and continuous improvement. Project Management: Delivers complex projects on time and within budget. People Leadership: Develops and empowers teams. Communication & Influence: Communicates complex concepts clearly across cultures. Innovation & Continuous Improvement: Identifies and implements new reward solutions. Risk & Red Flag Advisory Upfront Payment Requests : Deloitte will never ask for any upfront payment for background checks, job training, or supplies. Requests for Personal Information : Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data). Please do not provide or send any of these documents or data. We will never ask for photographs at any stage of the recruitment process. Unprofessional Communication : Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand. EEO Statement We want everyone to feel they can be themselves and thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups. We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive. Contact If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs. To help you look out for potential recruitment scams, here are some Red Flags: #J-18808-Ljbffr