Head Organisational Effectiveness at Woolworths

Job description

MAIN PURPOSE

To support the business and provide expert advice on all aspects of remuneration, reward, benefits, wellness and people processes. Successfully implement new and revised remuneration and benefits programmes, policies and procedures based on remuneration strategy fit for WFS. To provide research and analytical support to the HR team with regard to all the key processes.

KEY RESPONSIBILITIES

• Own, review and implement the total reward framework including remuneration and benefits policy and application thereof.
• Maintain and review the fixed and variable salary models ensuring alignment to legislation and application of leading remuneration practices
• Create and implement the EVP offering for WFS and continuously review for relevancy to leading market practices and employee needs
• Build line managers capacity on basic remuneration management at WFS during Manager's Induction sessions, and updating the relevant Manager Handbook entries where applicable
• Plan, coordinate and deliver the annual salary review process in liaison with Remuneration partners, i.e.  Woolworths and PwC Remchannel
• Manage the annual salary survey input process by acting as the contact point for surveys run externally, completing survey datasheets and questionnaires, and initiating and coordinating surveys run internally
• Chair the Remuneration Governance Committee, ensuring consistency and governance of variable pay remuneration structures and practices across the business
• Own WFS STI and LTI database, process and models. Distribute rules and principle updates and communications and make amendments to reward models and illustrations
• Identify all vendors that supply services to the area and Track vendor performance against SLAs and action where appropriate
• Management of staff members according to HR leading Practice and Policies: recruitment, induction, task setting and delegation, performance management, development planning, managing staffing capacity, succession planning, rewards and recognition and employee relations issues

FUNCTIONAL COMPETENCIES

• Financial Services Industry Knowledge
• Knowledge of the subject matter of Organizational Change and Transformation, Organizational Culture and Strategic Change and the fundamental role of leadership
• Knowledge of the WFS HR Processes and Mechanisms
• Ability to manage SLA's and SLA negotiation and management
• Knowledge of the discipline of Remuneration Management
• Knowledge of HR best practices including the Labour Relations Act, Basic Conditions of Employment, BEE and EE

ADDITIONAL REQUIREMENTS

• Advanced Excel and Analytical skills essential
• Good understanding of remuneration and benefits principles and practices
• Good understanding of job evaluation practices
• Excellent Communication and liaison skills
• Numerical skills; statistical models
• Market research methodology

MINIMUM QUALIFICATION

An applicable/relevant 4 year qualification (Honours level) with specialisation in Remuneration management
SARA or similar professional body accreditation 

EXPERIENCE REQUIRED

Minimum 7 years’ experience as a HR generalist with at least 5 years’ experience as a Remuneration Specialist
Experience in financial services industry is preferred