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Reward and Organisational Design Specialist

4 weeks ago

Johannesburg, South Africa PPS Recruitment Full time

**Job Advert Summary**:
Together with the Head of Reward, partner with the HR business partners to develop, implement the reward policy and strategies, processes and procedures to ensure best practice.

The role will assist in optimizing planning, execution and monitoring of Reward matters including orgsanisational design and job architecture framework. Skillful synthesis research and information in preparing high-quality reports and papers, which will be of valuable support to the Group Reward and HR.

**Minimum Requirements**:** Education**:

- Bachelor's degree in HR, Business Administration, or a related field is essential.
- Global Remuneration Professional (GRP) certification will be advantageous.

**Experience**:

- Minimum of 3 years’ experience in remuneration.
- Experience in Organisational Design and workforce planning is required.
- Accreditation with the SARA (South African Reward Association) will be advantageous.
- Proficient in MS Office (Excel, PowerPoint, Word etc.).
- Strong understanding of the recruitment process and best practices.
- Excellent research and analytical skills.
- Excellent communication and interpersonal skills.
- Ability to work independently, manage multiple tasks effectively, and meet deadlines.
- Strong attention to detail and a commitment to accuracy.

**Knowledge and Skills**:

- Good understanding of remuneration, benefits and performance management principles and their impact on employee engagement and retention.
- Ability to work diligently and deliver results on schedule.
- analytical skillsAttention to detail.
- Strong work ethic.
- Excellent report writing skills.
- Financial management.
- Able to work and manage confidential information.
- Excellent communication skills (verbal and written).
- Advanced Excel and PowerPoint skills.

**Competencies**:

- Problem solving and Analysis.
- Persuading and Influencing.
- Adapting and responding to change.
- Action orientated.
- Integrity.
- Taking initiative and driving results

**Duties and Responsibilities**:
**Reward Management**:

- Research and provide ongoing intelligence on trends in the market and potential threats to the organization from a competitive poaching and recommend solutions.
- With the support of your manager, provide advise regarding reward policy interpretation, new hire offers, promotions, market benchmarking analysis and job evaluation outcomes.
- Ensure internal equity and external competitiveness is maintained as it relates to job evaluation standards and reward offering.
- Conduct market position and pay gap analysis.
- Assist with the analysis of remuneration data to identify trends and inform future strategies.
- Conduct research on Remuneration best practices and compile data to support proposals.
- Assist with the record keeping, tracking and administration (letters and statements annually) of the Senior Employees Retention scheme (SERS).
- Assist with record keeping, updating, and tracking of the job library (schedule) and uploading of profiles on SCubed.
- Data extraction and analytics to advise stakeholders as and when requested, including historical information and enquiries related to remuneration.
- Assist with the processes mapping and record keeping of key processes in Group Reward and Benefit department.
- Assist with following up with queries raised on people data integrity on SCubed.

**Org Design and Workforce planning**:

- Facilitate the development and maintenance of an electronic database as it relates to all jobs across the group with associated job description, grade outcomes and job family.
- Lead and facilitate the job evaluation process using the Paterson methodology within the organisation.
- Provide input, advice and recommendations on structure design, spans of control and appropriate job titles.
- Participate as part of the job evaluation of the organisation to ensure internal equity and external competitiveness is maintained.
- Provide group standards and advisory services for job architecture practices by benchmarking best practices, establishing frameworks, policies, and processes.
- Ensuring continuous improvement of job family frameworks, job profiling, competency frameworks and scarce skills practices.
- Utilising the workforce plan to determine the impact of talent plans, collaborating with talent management to close any gaps.
- Support your line manager in training and coaching job family owners on principles and concept of job families and role of a job family owner.

**Stakeholder management**:

- Partner with the HRBPs, line managers and teams to understand the organisations structures.
- Effectively communicates the org design principles aligned to business requirements; use opportunities to promote dialogue, shared understanding, and consensus.
- Collaborates with key business stakeholders in sharing insights to improve reward principles.
- Strong interface and adept at handling key business issues on behalf of the Head Reward.