Head HR: Reward, Benefits & Shared Services at Alexander Forbes

Job description

Closing Date: 29 August 2017

Main Purpose:

To define the performance & reward strategy, policies and to design reward structure and philosophy. To administer remuneration plans and practices with the objective to attract and retain talent and the governance talent management practices going forward. Provide support to Executive/Board Compensation, develop and implement global mobility strategy and policy.

To design and develop an HR Ops & SS strategy and policy in conjunction with HR Business Partners , Ensure HR IT Requirement specification are in line with HR scope of work and implementation thereof, design and management of selfservice portal, support the GCHRO in the management of the Group HR function by focusing on obtaining alignment and synergy between Group HR, decentralised HR and the different divisions.

Formal Qualifications & Experience:

• Minimum B degree in human resources, business administration or information technology, relevant Social Sciences or Business qualifications.
• Minimum 5 years’ experience in knowledge of HRIS systems, HR measurement, and process improvement techniques required in addition supervisory and project management and experience in metrics reporting and analysis preferred.
• Minimum 5-7 years HR leadership experience in a medium size or large company.
• Proven track record in the design, development and implementation of Reward and Performance Management Practices in large and medium size organisations.
• Proven track record in operating at a high level of an organisation with Exco, the Board, the Remco, external regulatory bodies and stakeholders.
• Proven knowledge and experience in corporate governance issues (King 3), governing remuneration in organisations and relevant legislative frame work.
• Sound judgment and proven track record in the interpretation of Financial statements and reporting thereof
• Level of Operation Rewards & Benefits
• Level Summary
• This function exists to define the reward and performance strategy, policies and to design reward structure and philosophy.
• Acts as centre of knowledge and experience.
• Support the talent agenda challenges in terms of attraction, retention and motivation of key employees
• Administer compensation plans and practices with the objective to attract and retain talent and the governance talent management practices going forward.
• Provide support to the GCHRO on various remuneration related matters,
• Provide support and required information to Exco / Remco on pay round (annual increase) design, management & administration
• Develop and implement global mobility strategy and policy.
• Responsible for reward vendor management, long term incentive design management & administration,

Scope

• Contributes to the design and development of rewards and benefit policies in the Group
• Fully accountable for the management and operation of reward and recognition plans, including administration, governance and control, and ensures effective delivery of these
• Works with HRBPs to ensure that Policy and Rules are understood and clearly communicated
• Able to build credibility with key business managers and external suppliers
• Problem Solving
• Solve complex business problems
• Analyse information and select best solution from a range of alternative solutions
• Leadership
• Works with Executive Board, GCHRO and Heads of HR, to ensure that the reward agenda is aligned to business agenda
• Develop reward strategy and builds commitment for reward strategies across organisational boundaries, mobilising others into action and delivery
• Acts as a catalyst, confronting issues, and developing focussed reward programmes which are aligned to business KPIs, continually reviewing and modifying programmes as necessary to reflect the changing business and market conditions
• Is successful in engaging and building credibility with influential and complex individuals and leadership team
• Accountability
• Actively participate in the development of strategy and delivery of the reward and performance management agenda
• Works with HRBPs and the business to drive the reward, recognition and performance management agenda
• Assumes full accountability for delivery of one or more specialist areas – e.g. cash compensation, benefits, share schemes –and ensures the effective delivery there of
• Acts as deep technical specialist, advisor and subject matter expert in designated compensation areas
• Combines highly developed technical knowledge and experience with commercial understanding to align advice and solutions with business goals
• Able to steer team and organisation to solutions and influence the appropriate outcomes
• TCF
• Ensures that TCF is understood and practiced by the people reporting to him/her, if any.
• Ensures that TCF principles are incorporated in all the relevant processes and documentation (policies, JD’s, incentive schemes)
• Draws on TCF management information (and potentially contributes towards the input thereof) to monitor progress in TCF and address short-comings relevant to his/her area with urgency.
• Keeps abreast of latest TCF information and guidelines as from time to time.
• Level of Operation Shared Services
• Level Summary
• This function exist to conceptualise the HR Ops & SS strategy and policy in conjunction with HR Business Partner , Ensure HR IT Requirement specification are in line with HR scope of work and implementation thereof, design and management of self service portal.
• Provide adequate data provision for HR reporting and analysis.
• Vendor management and provide support on the management of HR telephony services.
• Scope
• Act as a key interface into Group IT and HR Leadership for process, service, and risk/control issues to ensure that there is alignment and mutual understanding of requirements and best practices.
• Ensure maintenance of Group HR intranet sites by maintaining the directory of site owners, recommending content governance to the HR leadership team and periodically reviewing the contents for appropriateness
• Ensure that transition of projects to business as usual with a focus on continued delivery post project.
• Work closely with Group IT, Payroll, Vendor Management team as well as Group HR business process owners during systems designs for any new or major changes to Group HR and Payroll systems
• Manage and direct the Recruitment and Administration teams that services the Group
• Act as a liaison between HR and Payroll and a custodian of Employee data in the Group for all employee processes
• Manages and direct the IM teams and all other sub departments in the portfolio
• Problem Solving
• Solve complex business problems
• Analyse information and select best solution from a range of alternative solutions
• Leadership
• Work with Group IT to define and refine the governance and content types allowable on the Group HR sties
• Work with the HR Leadership team to ensure that the change initiatives proposed for Group HR are aligned to the overall strategic themes and priority areas for the Group
• In conjunction with the GCHRO evaluate and approve business cases for projects prior to submission to the Group review board. Ensure that benefits realisation is appropriately recorded.
• Ensure that attention is given to problematic projects and manage escalated issues impacting project deliverables.
• Review risks and issue logs for all HR's large and Strategic Investment projects on a monthly basis

Accountability

• Coordinate HR and IT teams for updates and upgrades to products and systems and, when necessary, issue resolution
• Define and communicate internally-set quality standards; ensure that all aspects of HR Ops work to achieve satisfactory quality and consistency
• Develop, maintain, and continuously improve processes, systems and technology, measurement practices, and metrics reporting for the HR community
• Direct, coordinate, and advise HR Ops-related activities
• Elicit feedback regarding the effectiveness of HR Ops services and activities and, when appropriate, modify activities
• Ensure that current and future business needs are reflected in the development and implementation of HR strategies or plans and that all projects and deliverables are aligned with strategic enterprise objectives
• Manage the SS and telephony delivery model of the HR offerings.
• Foster and maintain strong internal relationships with key HR and business leaders
• Manage initiatives to drive operational excellence, including six sigma and other approaches across HR Ops
• Prioritize projects and activities and appropriately delegate and allocate work among staff members
• Provide vision, leadership, planning, project coordination, and management for the development of a cost-effective department
• Supervise the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights
• Support larger HR initiatives by ensuring continuity and successful delivery of functional services

Competencies:

• Highly customer focused
• Deeply ethical
• Aware of his/her role’s impact beyond the immediate