Benefits & Employee Wellbeing Manager at Tiger Brands

• The Benefits & Employee Wellbeing Manager is a strategic human resources role responsible for designing, implementing, and managing comprehensive employee benefits and wellness programs that attract and retain top talent, align with company goals, and comply with all legal regulations.
• This position involves both strategic planning and day-to-day execution, acting as a key liaison between employees, management, external vendors, statutory bodies and employee benefit service providers.
• The position is also responsible to provide strategic leadership and governance of the organisation’s employee wellbeing framework, ensuring effective delivery, risk management and sustainable wellbeing outcomes aligned to business objectives.

WHAT YOU WILL DO:

Responsibilities

• Develop and communicate the strategy and policies for all Tiger Brands employee benefits (including medical aid, retirement funds, leave, car insurance, and other people policies.)
• Drive the implementation of the benefits strategy working with the People Shared Services Centre, People Directors, and functional and business area leadership
• Regularly assess business issues and needs regarding benefits as well as external benchmarks and surveys
• For all changes in benefits, assess the impact on the business, both on a short-term and long-term and develop cost-control procedures
• Be the Tiger Brands representative at all benefits-related fora, including medical aid and retirement funds
• Be the relationship manager of outsourced employee benefit service providers holding the accountable to deliver as per service level agreements
• Set-up annual meeting dates for all Tiger Brands benefit funds
• Oversee the resolution of queries handled within the CoE and advise the PSSC on how to solve standard queries
• Responsible for all benefit capability build and communications sessions
• Set the strategic direction for employee wellbeing, ensuring a holistic, integrated wellbeing framework aligned to organisational objectives and workforce needs.
• Provide leadership and oversight of the wellbeing function, including line management of the wellbeing specialist and accountability for programme delivery and outcomes.
• Govern and optimise wellbeing initiatives and providers, ensuring compliance, quality, cost-effectiveness and alignment with best practice.
• Use data and insights to monitor wellbeing risks and effectiveness, guiding prioritisation, investment decisions and continuous improvement.
• Embed wellbeing into leadership practices and organisational culture, influencing policies, people practices and management capability.
• Report on wellbeing performance and risks to senior management and relevant governance structures, with clear recommendations

WHAT YOU WILL BRING TO THE TABLE:

Minimum Qualifications (Essential)

• Bachelor’s degree (NQF 7) in Human Resources Management, Industrial / Organisational Psychology, Business Administration, Health Sciences or a related field.
• Solid grounding in employee benefits, reward and wellbeing disciplines.

Preferred / Advantageous Qualifications

• Postgraduate qualification (Honours / Post Grad Dip / Master’s) in HR, Industrial Psychology, Employee Benefits.
• Professional membership with a recognised body such as
• SABPP (HR professional registration),
• IRMSA (risk/governance exposure),
• and/or Employee Assistance Professionals Association of South Africa (EAPA-SA), Fiduciary Institute of Southern Africa (FISA), Financial Planning Institute of Southern Africa (FPI), etc

Experience Requirements

• 8–10 years’ progressive HR experience, with a significant portion in employee benefits and wellbeing.
• 3–5 years’ experience at a managerial level, including:
• Oversight of wellbeing or benefits functions
• Management of specialists and/or external service providers
• Experience operating in a large, unionised and operational environment, preferably manufacturing or FMCG.
• Demonstrated experience working with medical schemes, retirement funds, EAPs and wellness providers.

Key Knowledge Requirements

Strong working knowledge of:

• Employee benefits and wellbeing frameworks
• South African labour and benefits legislation, including Pension Funds Act, Medical Schemes Act, Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Occupational Health and Safety Act (OHSA) and other relevant legislation and regulations.
• Understanding of corporate governance principles and fiduciary accountability.
• Familiarity with HRIS and reporting tools to support analytics-driven decision-making.
• Governance & Trustee / Committee Requirements
• (Essential for participation in Boards of Trustees and management committees of benefit entities)
• Willingness and ability to comply with fit and proper requirements applicable to trustees and committee members.
• Completion of trustee training, such as Trustee induction programmes and recognised trustee education (e.g. retirement fund governance training)
• Ability to interpret fund rules, policies and actuarial reports, engage meaningfully with service providers (administrators, actuaries, asset managers), and contribute to risk management, investment oversight and member communication discussions
• Demonstrated understanding of fiduciary duties, including acting in good faith, with care, diligence and in the best interests of members.
• Strong ethical standing, independence of judgement and absence of conflicts of interest.

Strategic & Leadership Competencies

• Strategic thinking and long-term planning
• Governance and risk oversight
• People leadership and capability building
• Stakeholder and executive influencing

Technical & Functional Competencies

• Benefits and wellbeing programme governance
• Vendor and contract management
• Data analysis, monitoring and reporting
• Policy development and compliance management

Behavioural Competencies

• High emotional intelligence and professional judgement
• Ethical conduct and confidentiality
• Resilience and sound decision-making
• Strong communication and collaboration skills

End Date: January 14, 2026