Senior Remuneration

**Location**:Johannesburg

**Purpose**:
A. Strategic

1. In collaboration with the Head: Human Capital Operations and the Group Executive: Human Capital in the development of an appropriate Remuneration & Benefits strategy for the business
2. Implement and operationalise the Remuneration & Benefits strategy, policies and procedures aimed at enabling the organisation to achieve its business strategy (inclusive of short
- and long-term incentive schemes).
3. Design new products and processes within the areas of Remuneration & Benefits as well as drive the improvement of existing products and processes as well to ensure that consistent practices are implemented.
4. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits.
5. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division.
6. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits.
7. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward.
8. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials.
9. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function
10. Create and / or revise job descriptions/profiles by meeting with business to identify the key job requirements. Conducts preliminary job analysis and evaluation for new and / or revised job descriptions/job profiles using appropriate grading methodologies.
11. Conducts audits when necessary to prepare new or update current job descriptions/profiles to reflect the changes in the job roles and verify against benchmark data. Maintains a job title catalogue and posts updated job descriptions in HC Shared folders.
12. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits.
13. Participate and contribute to budget construction and control during the year, perform different simulations for people costs.
14. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders.
15. Perform other Human Capital duties as assigned.
B. Benchmarks, Analytics & Insights
1. Lead pro-active appropriate remuneration and benefit benchmarking and analysis including the development of action plans, development of benchmarking policy, and assistance to Business Units and HCBP’s.
2. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation.
3. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities.

C. Governance, Risk and Compliance
1. Work in partnership with Human Capital, Finance, Corporate Secretariat, Exco and the Human Resources Committee to ensure that the bank remunerates fairly, responsibly and transparently to promote the achievement of strategic objectives and positive outcomes in the short, medium and long term.
2. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date.
3. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders.
4. Identify, assess and mitigate for potential reward-related risks.
5. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls.
6. Support the Division with audit actions and risk assurance exercises as required.

D. Key Measurements of Outputs

1. Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures
2. Quality job profiles and alignment to business requirements
3. Quality of proposals, documents, presentations and reports.
4. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support.
5. Clean audit in respect of Remuneration and Benefits.

**Salary**:RNEG

**Package**:RNEG

**Country**:ZA

**Minimum requirements**:Minimum Requirements

Remuneration and Benefits experience at Head or Executive level is non negotiable

1. Minimum qualification: a degree in Business, Finance, Human Resources or related field.

2. Proven 7 - 10 years’ work experience in Remuneration & Benefits Management at a senior specialist level.

3. Demonstrated experience of designing and implementing remuneration and benefit strategies/programmes/policies and procedures ideally gained in a related industry (DFI, SOE or Banking/Financial Sector).

4. Proven experience in organisational design, job analysis, job evaluation and grading ( e.g., Hay, Pate