Remuneration and Benefits Manager

4 weeks ago

Cape Town, Western Cape, South Africa Integration Resourcing Full time

REMUNERATION AND BENEFITS MANAGER

KEY RESPONSIBILITIES

Remuneration Strategy and Policy Development:
  1. Design competitive salary structures and incentive programs aligned with the organization's strategic goals.
  2. Develop and implement remuneration policies, ensuring compliance with labor legislation such as the Basic Conditions of Employment Act and Pay Equity regulations.
Payroll Management and Statutory Reporting:
  1. Manage the payroll towards the delivery of accurate and timeous payment of salaries and oversee the accurate processing of all payroll transactions.
  2. Manage payroll inputs and calculations including allowances, bonuses, overtime, etc.
  3. Oversee processing of payroll changes (e.g. new hires, terminations, raises) and system upgrades.
  4. Monthly review of end-to-end time and attendance compliance and reporting which includes absence, overtime, and interface into SAP. Accountable for delivery through the Senior Payroll administrator.
  5. Prepare monthly and annual statistical and regulatory reporting for the operation i.e. statutory reporting to the DoL, SARS regulatory reporting, leave liability schedules, etc.
  6. Develop and review standard operating procedures for payroll processes and ensure that standard controls are in place and adhered to.
  7. Responsible for the identification of any payroll risks, and resolve or escalate to senior management timeously.
Benefits Management:
  1. Manage the monetary and non-monetary employee benefits offering which includes medical aid, retirement plans, risk benefits, and other monetary/non-monetary benefits. This includes the operational processing of all employee benefits including pension/retirement fund processing and monthly reconciliation of the medical aid accounts as well as other annual reporting.
  2. Serve as a point of contact and resolution for employee queries.
  3. Own the relationship with benefits provider and serve as internal champion for employee benefit related enquiries and management.
  4. Conduct benchmarking to ensure the organization remains competitive in the market.
Data Analysis and Reporting:
  1. Analyze compensation trends and prepare reports for management on the effectiveness of remuneration strategies.
  2. Monitor key metrics such as turnover rates linked to compensation satisfaction.
  3. Prepare data files for the review of annual increases, including individual increase letters once finalized.
  4. Develop and maintain both system and non-system generated reporting enabling HR and line managers to determine trends in the labor environment.
  5. Conduct regular analysis and interpretation of HR data extracted.
Remuneration and Employee Data Management / Custodian:
  1. Facilitate and manage job grading, evaluations, and classifications aligned to industry compensation structures.
  2. Prepare offers and contracts in alignment with internal and external remuneration benchmarking.
  3. Oversee the overall integrity and maintenance of all employees, contractor, and organizational data.
Employee Engagement:
  1. Conduct employee satisfaction surveys to assess the effectiveness of compensation programs.
  2. Provide education and training to employees on available benefits and policies.

QUALIFICATIONS AND EXPERIENCE

  1. Bachelor's degree in Human Resources Management, Organizational Psychology, Finance, or a related field (NQF Level 7).
  2. Advanced certifications such as SARA Reward Specialist or GRP certification are advantageous.
  3. Minimum of 6 years in a remuneration or benefits management/senior specialist role.
  4. Advanced end-to-end payroll management and administration experience with payroll systems aligned to business banking.
  5. Strong knowledge and understanding of relevant legislation and regulations including the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Employment Equity Act (EEA), Skills Development and Levies Act (SDA, SDLA), and the Protection of Personal Information Act (POPIA).
  6. In-depth knowledge of statutory and discretionary payroll deductions and PAYE calculations.
  7. A competent understanding of incentive scheme design would be advantageous.
  8. Excellent working knowledge of remuneration benchmarking (e.g. Remchannel, REMmeasure).
  9. A sound understanding of the full spectrum of Human Resources, including policies and procedures.

SKILLS AND COMPETENCIES

  1. Strong analytical skills for data interpretation and decision-making are essential.
  2. Accuracy and strong attention to detail are essential in capturing and reporting on HR metrics for both management and regulatory reporting.
  3. Strong commercial acumen with a thorough understanding of financial transactions, particularly as it relates to payroll and budgeting.
  4. Proficiency in HRIS and payroll software.
  5. Excellent interpersonal skills for employee engagement which includes both internal (employees, exco) and external (third parties, regulatory bodies).
  6. Advanced MS Office Excel and Intermediate MS Word, PowerPoint, etc.
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