Compensation and Benefits Manager

Overview:

- Responsible for the research, development, implementation of organisation’s compensation and benefit plans and therefore support the HR teams in delivering the HR strategy.
- Responsible for understanding and aligning the relevant processes and systems in order to enhance the organisation’s ability to attract, retain and reward high performing employees

**Responsibilities**:
Compensation and Benefits Policies and Procedures
- Conduct the appropriate research and provides recommendations in order to ensure that the company’s policies are competitive taking into account legislation, market practices and affordability e.g. Medical Aid Policy, Leave Policy etc.
- Continuous update of current Remuneration policies to ensure legislated compliance and monitoring.
- Effectively introduce and implement the Retention plan based on the Succession and Talent Reviews to ensure we secure and retain critical skills in the business.

Salary Survey Benchmarking
- Be the champion in the participation of selected remuneration surveys. This entails partnering with the HR teams to ensure robust matching to the market, accurate data submission and consolidation of results in the form of pay scales or other forms of analytics which will assist the business in making informed remuneration decisions.
- Prepare annual Salary scales to ensure Equal pay for Equal value of work.
- Align to market on critical positions to ensure business continuity.

Employee Benefits
- Provide management support of all employee benefits, including retirement funding (Pension and Provident Funds) and medical aid.
- Manage and coordinate the Company initiated Housing Assistance Program, including regular updates from service providers, union members, employees and management.
- Communicate to employees on key retirement fund compliance requirements e.g. benefit statements, withdrawal claims, death & disability claims etc.
- Liaison with administrators and other service providers incl. banks for pension fund backed loans.
- Appointed Principle Officer to both the Pension and Provident Fund.
- Chairperson of the Medical Aid Committee.

Annual Salary Increase and Performance Bonus process
- Assist in the implementation of the annual salary increase process by preparing the data, benchmarking and proposed adjustment as well as providing support to both the business and HR.
- Liaise with the EXCO members on each process to ensure targeted deadlines are met and calibration is concluded.
- Preparing all correspondence related to the review process, including schedules for external and internal audit.
- Liaison with Group Compensation and Benefits teams in Zurich and supporting the HR Director in reporting and compliance for the EMEA Region

Expatriates
- Manage inbound and outbound expats in line with company and Group policies.
- Ensure all parties are aware of the company policies and management of costs around these assignments.
- Liaising with Procurement, Finance and all External service providers to ensure a smooth transition process.
- Ensure legal compliance and valid work permits by working closely with E&Y.

Retention
- Conduct regular benchmarking with relevant networks to ensure that Lafarge applies the appropriate retention schemes.
- Prepare Calculations and correspondence for each identified employee based on succession and talent management process.
- Manage the retention payouts and ensure that the retention database is kept up to date.

Job Evaluation
- Critically assess all requests for job evaluation given the current organizational structure, conduct the job evaluation and ensure that the appropriate process and approvals are obtained.
- Ensure all Job Descriptions are maintained and updated.

Employee Value Proposition
- To develop an EVP program to attract and retain talent
- To partner with external providers for the EVP
- Work in partnership with EXCO to ensure that the reward programs are aligned to the strategy
- Design, implement and manage incentive schemes in collaboration with the business
- Oversee communication of all incentive programs

People
- Mentor individuals to enhance the individual's knowledge, skills, values and attitudes in a selected career path.
- Work together with HR Business Partners in implementing Group Level and Site Level Initiatives.
- Serve as a project lead on various initiatives.

Education/Qualifications:

- Relevant B-Degree (B Com HR)
- Post-Graduate Qualification Advantageous
- Global Remuneration Professional (GRP) Certification Advantageous

**Experience**:

- Minimum 10 years’ experience in a Remuneration and Benefits Environment within a Construction Material/Engineering industry
- Union background and wage negotiation reward proposals
- Job evaluation and benchmarking
- Strong numerical and advanced analytical skills i.e. complex formulas
- Global Systems knowledge including Success Factors, SAP, Sage People 300, Oracle

Knowledge & Skills:

- High level of integrity
- High