General Manager: Remuneration

3 days ago

Centurion, South Africa Land Bank Careers Full time

**Job Advert Summary**:
The Land and Agricultural Development Bank of South Africa (Land Bank) is South Africa’s only specialist agricultural bank established in 1912, the bank’s sole objective is to serve South African commercial and emerging farmers and bring specially designed financial services within their reach. These services enable farmers to finance land, equipment, improve assets and obtain production credit. The Land Bank provides financial services that have moved with the times and continues to provide services to agri-business and constantly reviews its offerings to ensure that they match the needs of an industry. As change has swept across the sector in South Africa the socio-economic makeup of agriculture has altered, bringing new entrants from historically disadvantaged backgrounds on to the land, these new farmers, facing the challenges of establishing sustainable agri-businesses across the agricultural value chain, Land Bank has been a commercial lifeline offering appropriately designed financial products that facilitate personal and commercial viability in a sector that is vital to the sustainability of South Africa and its people. To provide strategic management, direction and advice in terms of remuneration on a national basis within the Land Bank Group. Manage, guide and implement the annual remuneration processes as well as supporting projects including annual increase processes, incentive models, job evaluation, job profiling, performance management and salary benchmarking. Provides the structures and approaches for the Land Bank Group to have an Employee Value Proposition that gives the Bank a competitive advantage to attract and retain talent.**
Key Performance Areas**:
1. Develops, Implements, Maintains and Enforces the Land Bank Group Remuneration & Benefits Strategy - Analyse the Corporate Plan and roadmap to understand the Bank’s needs in terms of people issues to determine skills attraction and retention mechanisms - Conducts market research to be up to date and determine trends in Rewards Practices to support plans relating to: o Remuneration approaches o Incentive schemes o Benchmarking o Job Evaluation o Performance management o Benefits o Remuneration practices pertaining to the Banking Industry and the Development Finance Institutions (DFIs) 2. Develops Total Remuneration & Benefits Model for the Land Bank Group - Pro-actively analyse industry trends and prompts to determine the influence on the Land Bank Group; or receives and analyse a request for a model/ information to determine applicability to the Bank - Collects raw data from information sources in relation to trends/ requests and compiles different scenarios to ensure that all possible variations are tested and generates predictions utilising the available information - Creates models indicating all relevant information including: o Remuneration Models o Pay Scales o Incentives Model (Long Term and Short Term) o Reward Models o Benefits model - Reviews and reports on effectiveness of models 3. Develops and implements structures to monitor governance on Remuneration and benefits policies, processes and procedures - Analysis of policies, procedures, standards through audits and reviews to determine gaps, risks and potential areas of control required relating to Remuneration & Benefits - Compiles the comprehensive salary budget indicating the financial requirements of each division in accordance with the budgeting guidelines. - Submits the salary budget for approval in accordance with policies and procedures. - Receives the approved salary budget and communicate the figures to each division. 4. Manages and Conducts Salary Surveys and Remuneration Benchmarks - Identifies applicable surveys, in consultation with benchmarking partners, and participates in salary and labour market surveys to determine prevailing pay rates and benefits - Identifies and develops the appropriate benchmarks, elements and determinants in accordance with requirements - Adjusts current benchmarks in accordance with new information where required - Develops new benchmarks in accordance with the relevant data and obtain sign off 5. Manages Job Evaluation & Profiling - Maintains an accurate and up to date database of job evaluation results and validated results - Trains managers and HC Business Partners in effective job profile writing - Maintain a database of market aligned roles and job title list to minimize duplications of functions 6. Defines Performance Management approach for the Land Bank - Oversees the development and implementation of the organisational wide performance management program and provides advice and recommendations to management and staff. - Creates related Performance Management policies and procedures and implements - Train HC Business Partners on how to coordinate individual performance planning, reviews, assessments to ensure proper implementation of the system across the organisation. - Audit staff performance ag

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