Manager: Remuneration and Reward

We are recruiting for a **Manager: Remuneration and Reward** role. Reporting to the Head: People Management, the successful incumbent is responsible for the provision of a specialist consultancy and advisory service in the field of Remuneration and Reward to the organisation. This is a permanent role, based in Centurion.

**Key responsibilities**:
**Policy review and implementation**
- Contribute to the development and implementation of departmental policy, procedures and processes.
- Keep up to date with effective policy and practice execution strategies.

**Manage the implementation of the Organization’s Remuneration and Reward Strategy including benefits**
- Participate in Annual Salary Surveys.
- Benchmarking internal jobs against the market to ensure that the organization offers competitive market salaries.
- Conduct research on best practice and new developments in the remuneration field.
- Identify ways to attract and retain organization employees.
- Monitor the implementation of best practice (short and long-term reward strategies) for the organization including annual salary reviews and benefits.
- Ensure a no-fault implementation of discretionary rewards.
- Conduct salary and benefit surveys, conduct an analysis of the reports and make submissions to EXCO and REMCO.
- Ensure ASA Mandate request is based on valid and credible market data and benchmarked information.
- Manage the processing of annual Performance Related Pay and discretionary bonuses.
- Conduct salary analysis for costings, forecasting, etc.

**Manage and create awareness of remuneration and reward processes within the RAF**
- Ensure that all staff is informed on changes of remuneration and reward processes though the VC engagements, regional visits, workshops and roadshows
- Facilitate training material for all Remuneration practices.
- Facilitate resolving all remuneration queries.

**Manage the development and Maintenance of the Remuneration Philosophy**
- Develop a remuneration philosophy consistent with the organisation’s EVP.
- Make recommendations based on best practice.
- Develop, implement and maintain pay differentiation.
- Identify remuneration and reward risks and put in place mitigating strategies.
- Develop standard operating procedures for remuneration and reward processes to ensure standardisation on the implementation of processes.
- Provide input into all remuneration and reward processes.
- Provide inputs on Annual Salary Adjustments, Annual Performance Bonuses, Pay Progression for Performance, Qualifications and Tenure, and Recognition System
- Provide input to the Central Bargaining Council on Remuneration aspects.

**Reporting**
- Prepare and submit reports as and when required to provide progress updates and/or inform management decisions.
- Develop reports/ policies/ procedures and guide the process through the alignment of the documents to the overall organisational strategy.
- Develop functional reporting systems for management, projects or performance reporting.
- Prepare proposals, briefings, presentations, reports, and other documentation and provide management information both verbally and in report format.

**Stakeholder Management**
- Facilitate and manage communication with relevant internal and external stakeholders in relation to investments and proactively and progressively manage the relationships.
- Manage relationships with vendors, service providers or procurement teams and ensure that all relevant procured items are invoiced and paid on time.
- Communicate with all levels of stakeholder contact.
- Represent the Fund in relevant external activities and events.

**People Management**
- Ensure the sourcing, development and retention of a high-performance team.
- Manage the recruitment of the operational workforce in line with employment equity targets.
- Manage staff in the department to ensure that they achieve their objectives in line with the strategic objectives of the organisation.
- Manage the implementation of people management processes and procedures to control/regulate workplace conflict and/or institute corrective measures and consultation processes to address deviations from standards.
- Allocate, direct, motivate and evaluate subordinates to help them achieve their individual goals.

**Minimum Technical Skills and Qualifications**:

- Bachelor’s Degree/Advanced Diploma in Human Resource Management related qualification.
- Postgraduate in Human Resource Management qualification will be advantageous.
- Active Global Remuneration Professional (GRP) Certification is Essential.
- Professional Designation from SARA - Reward Specialist or higher.
- Relevant 6-8 years’ experience in the Remuneration and Reward environment of which 2 years must have been on a management/supervisory level.

For more information please contact:
**Dimpho Bogopa