Executive Compensation Manager at De Beers Group

Job Description

• The Executive Compensation Manage r will work closely with Head of Reward in the delivery of executive remuneration strategy that is aligned with the Group’s strategic objective and takes into consideration emerging best practices in the design, governance, and disclosure of remuneration solutions.

To effectively fulfil this role, you will be responsible for:

• Provide analytical and technical expertise, either directly or through the commissioning and briefing of external advisors, to support the Head of Reward with AAP Remuneration Committees
• Draft papers for the Anglo-American Platinum’s Remco, review submissions prepared by others, including external consultants.
• Review and provide analysis and comment to the Head of Reward on AAP’s Remco papers, providing feedback and challenge where appropriate.
• Based on a thorough understanding of best practice in executive remuneration practices and governance, identify and resolve any executive remuneration issues.
• Monitor internal and external market factors that are impacting executive remuneration, providing recommendations on how to attract and retain talent.
• Draft papers for the Anglo-American Platinum’s Remco, review submissions prepared by others,
• including external consultants.
• Review and provide analysis and comment to the Head of Reward on AAP’s Remco papers,providing feedback and challenge where appropriate.
• Based on a thorough understanding of best practice in executive remuneration practices and governance, identify and resolve any executive remuneration issues.
• Monitor internal and external market factors that are impacting executive remuneration, providing recommendations on how to attract and retain talent.
• Draft and take ownership of relevant sections of the various statutory and governance documents
• for Anglo American Platinum Directors Remuneration Reports.
• Prepare Q&A’s ahead of the AGM and in support of shareholder consultation and draft responses to queries (e.g., from shareholders of institutional investors).
• Monitor and manage external disclosure requirements and associated reporting, in conjunction with other stakeholders (Corporate Communications, Head of Transformation- Inclusion and
• Diversity), develop AAP’s response to, and public reporting of/messaging around, such
• requirements.
• Preparation of papers for all meetings of the AAP Remuneration Committee.
• Preparation of the annual Anglo American Platinum’s Remuneration Report, and reward/executive remuneration-related aspects of the wider annual report and acting as the HR representative on the Reporting Committee for these documents.
• Lead the setting of annual bonus performance measures for the Business Unit
• Lead the setting of LTIP performance targets for the Business Unit
• Engage with Group stakeholder and BU stakeholders to ensure cohesion and alignment.
• Communication of annual bonus performance targets to the employee population

This role is based at our Johannesburg Corporate Office at a Band 5 level reporting to the Head of Human Rewards

Qualifications

• Post-graduate qualification
• Graduate in a numerate, HR or business-related discipline
• SARA certificate

Experience:

• 10 years’ experience in the reward and remuneration field
• Experience in executive remuneration and/or broader reward either in a consultancy or in-house environment (essential)
• Sound understanding of theories and practices in remuneration (essential) and broader HR (desirable).
• Understanding of executive remuneration issues, including corporate governance
• and regulatory considerations (desirable)

Technical Knowledge:
Operations:

• Key value drivers across HR value chain and interdependence of key levers
• Principles and elements of the Operating Model focussing on Work Management and its implications on the discipline
• Project management fundamentals
• New technologies and their impact on operational HR activities within scope of role
• Business improvement tools and techniques

Commercial:

• Commercial/business drivers in discipline, business performance variability and underlying causes that define subsequent actions
• Basic financial metrics, cost and value management & budgeting tools Management:
• Risk management techniques and critical controls
• Value chain management within discipline, and awareness of interdependencies across value chain steps
• Leadership tools for creating a culture of purpose–led high performance and change
• AA organisation model concepts and principles

Compliance:

• Safety, health and environment, legislative, statutory, regulatory and permitting requirements