Analyst: Remuneration & Benefits1 at The South African Broadcasting Corporation (SABC)

DUTIES AND RESPONSIBILITIES

DEVELOPMENT AND IMPLEMENTATION OF STRATEGY

• Pro-active and continuous research, benchmarks, trends and analytics on remuneration, benefits, incentives, Commissions, systems and related areas and make
  recommendations for alignment to the Reward Strategy and Remuneration and Benefits policy
• Continuously scan the external environment for changes to legislation, tax, etc. related to remuneration and benefits and propose changes 
• Work with the Specialist: Remuneration and HR Information Management to input into the Employee Compensation budgeting process and costing scenario planning aligned to the organisational strategy

BUSINESS OPERATIONAL EFFICIENCY

• Participate in remuneration and benefits surveys both internally and externally
• Update and maintain salary ranges for all levels within SABC as per the Payscale groupings
• Guidance to business on total guaranteed remuneration package elements
• Active role in operationalising the performance pay and pay progression processes for SABC
• Providing advice to staff and management on the different remuneration dispensations and benefits designs within SABC.
• Keep abreast of developments regarding tax legislation relating to remuneration and benefits in order to provide accurate information to staff and payroll
• Provide input into the budgets during the budgeting cycle
• Prepare submissions on remuneration, benefits related programmes.
• Manage all administration of Remuneration, Benefits and Commission Scheme and the tools and associated models.
• Work closely with the Specialist: Remuneration and Information management to draft designs for SAP or related system enablement tools related to remuneration, benefits, Incentive and Commission models.
• Data extraction and utilising/packaging information to advise clients as and when requested, including historical information and enquiries related to remuneration and benefits.
• Provide input to monthly, quarterly, annual and adhoc report and feedback relating to remuneration and benefits when required.
• Operationalise in consultation with the Human Resources Business Partners all related remuneration and benefits projects.
• Checking alignment of remuneration and benefits programmes to existing policy, procedures and systems or proposing new ones.
• Provide technical and process support on remuneration and benefits assignments and administer such accordingly
• Create understanding and administer the macro benefits such as, but not limited to, pension, medical aid and group life
• All administration related to wage agreements, performance pay and pay progression and any new or revised remuneration and benefits programmes
• Deal with all remuneration and benefits related enquiries emanating from business, such as, but not limited to, requests for increases, impacts of upgrades, remuneration equity, vacancy costs, potential wage anomalies, benefits queries, etc.
• Actively participate and input to all SOP’s, SAP system processes and Business Process reviews relating to Remuneration and Benefits.
• Other remuneration related items that are required by the Head as and when requested.

GOVERNANCE RISK AND COMPLIANCE

• Monitor and report on the operational risk and compliance matters within the remuneration and benefits environment; its administration, gaps, etc.
• Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes procedures and report any non-compliance, gaps and make recommendations to rectify
• Implement Risk Management Plans and actions in line with organizational Risk Framework.
• Identify internal risks and propose mitigation plans.
• Deal with audit queries that emanate in business related to remuneration and benefits, the administration thereof and draft actions to be considered for resolving such findings

STAKEHOLDER MANAGEMENT

• Support all stakeholders with remuneration and benefits analytics and related issues that are raised for decision making
• Provide support during salary and substantive negotiations on remuneration and benefits trends, market analysis, internal salary costs, range simulations, increase impacts on remuneration and benefits, etc
• Present to various stakeholders when required on new or revised remuneration and benefits processes, administration and tools
• Engage with Organised Labour on remuneration and benefits when required to do so
• Delivery of remuneration and benefits specific communications
• Advise Human Resources staff on remuneration and benefits policy, procedure, administration related matters
• Presenting and educating staff and other stakeholders on remuneration, benefits and related products.

LEADERSHIP AND PEOPLE MANAGEMENT

• Benchmarks and best practice people management processes, approaches and tools in the remuneration and benefits environment
• Drafts processes to enable and ensure accountability for people management and development in the remuneration and benefits space.
• Influence change through benchmarking new trends and tools in the remuneration and benefits analyst space

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

Bachelor’s Degree/National Diploma (NQF 7/6) in Human Resources or related business qualification

EXPERIENCE

• At least 3 to 4 years solid experience within the Remuneration and Benefits environment
• Global Remuneration Professional Certification or working towards it

KNOWLEDGE

• Extensive knowledge in remuneration, benefits and related field
• Knowledge of the reward practice area
• Good knowledge of the HR environment
• Full Microsoft office suite
• Advanced Excel, Access and other Microsoft packages
• SAP knowledge with particular focus on Compensation Management module and Personnel Cost Plan
• Knowledge of pension, medical, group life schemes and its administration
• Project management
• Remuneration and benefits analytics
• Knowledge of SARS legislation
• Understanding job evaluation and its impact on hierarchy and remuneration Payscales
• Extensive analytical experience