Head: Remuneration, Benefits and HR Transaction Centre at The South African Broadcasting Corporation (SABC)

MAIN PURPOSE OF THE POSITION

Reporting to the Group  Executive:  Human Resources: the incumbent will be responsible to provide specialist remuneration and benefit advice including variable remuneration support and administration to assist in effective decision making, job evaluation process, and development of pay lines using internal and external remuneration data.  Leads and manages the Corporation remuneration, job evaluation, job profiling, HR Information Systems and transaction functions with emphasis on the development of self-service products, delivery of electronic initiatives for HR, statutory compliance and standardisation of practice, procedure and documentation for the SABC.  Administer and update policies for the Corporation and the development of policies where none exist. 

DUTIES AND RESPONSIBILITIES:

DEVELOPMENT AND IMPLEMENTATION OF STRATEGY

• Diagnostic, Research, Design and Development, acts as an advisor and research officer to the HR Management Team in the production of the People’ Strategic Plan (5-year span).  The work involves the gathering of background information on changes to the internal and external environment including employment contracts, job evaluation, remuneration, benefits and human resources information system and the identification of trends and best practices that could guide the identification of TOTAL REWARD priorities for the period. 
• Champions continuous improvement management, organization and staff development programs; supports the broader TOTAL REWARD AND INFORMATION MANAGEMENT goal of enhancing the delivery of effective and efficient services by assuming a leadership role in the transformation to a quality organization.
• Designs, develops, directs, and manages organisation-wide processes of total reward that addresses issues such as job evaluation, remuneration, employment contracts, benefits and change management.
• Directs a process of salary negotiations and salary benchmarks. Makes recommendations to Executive Human Resources, to include remuneration elements into People Strategy of the corporation.
• Identifies and monitors the organization culture relative to total reward, so that it supports the attainment of the organisational goals and promotes employee satisfaction and further engagement.
• Leads a process of competitive reward and talent retention, communicates, and integrates the results of People Strategic Planning throughout the organization.
• Ensure that the organisation’s job profiles and competency profiles are reviewed and updated as necessary, as well as establish clear links between the job size, work level and the Organisation’s remuneration strategy.

BUSINESS OPERATIONAL EFFICIENCY

• Provide leadership for participation in remuneration and benefits surveys both public sector and broader general market
• Provide leadership for updating and maintaining employment contract, benefits, job profiles and salary ranges for all levels within SABC as per the pay scale groupings
• 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.
• Provide leadership in 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.
• Champion the monthly, quarterly, annual and ad hoc report and feedback relating to remuneration, benefits and transaction center when required.
• 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

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 develop mitigation plans (that is controls); as well as monitoring the implementation
• 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 AND CHANGE 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

• Review, Monitoring and Evaluation of total cost of compensation/ employment for the corporation and periodical evaluation of team’s performance against agreed plan
• Review, and evaluate all Remuneration and Benefits interventions to ensure processes and practices are implemented efficiently and consistently; as well as monitors remuneration projects against plans; manages priorities and is responsive to changes in requirements.
• Align remuneration and benefits interventions implemented to best practice and benchmark.
• Conduct regular analysis / review to ensure remuneration and benefits policy and interventions are continuously responsive to organisational strategic objectives and are in line with prevailing legislative demands affecting the public broadcaster sector.
• Prepare periodic scheduled and ad hoc reports for sub-committees on progress, challenges and opportunities in areas of responsibility.
• Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.
• Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements.

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• Bachelor’s Degree/ Post-Graduate Degree (NQF7) in Human Resources and/ or other related Behavioural Disciplines
• Global Remuneration Professional Certification/Registration as an Industrial Psychologist/Postgraduate qualification majoring in Remuneration and/or other business related will be an advantage

EXPERIENCE

• 5 years’ experience as a human resources practitioner
• 5 years must have involved specialist experience in remuneration and benefits/ total reward
• At least 4 years management and leadership experience within remuneration and benefits

KNOWLEDGE

• Demonstrates thorough understanding of Total Reward theories and best practices regarding behavioural drivers for improving and sustaining working relationship; as well as business drivers and trends and environmental factors to influence and shape total reward strategy.
• Thorough understanding and capability in total reward processes.
• Demonstrates thorough understanding of Remuneration, Job Evaluation, Levels of work and HRIS
• Demonstrates thorough understanding of coaching, counselling and mentoring theories and best practices, as well as methodologies.
• Demonstrates thorough understanding of various conditions of employment related benefits, (e.g., leave, medical aid, group; life schemes, retirements funds & rules, allowances etc.). 
• Extensive working knowledge of the legislative framework governing remuneration, benefits, recruitment practices and legislation in the country.
• Advanced Excel, Access and other Microsoft packages
• SAP knowledge with focus on Compensation Management module and Personnel Cost Planning

CLOSING DATE: 01 MAY 2024