Remuneration and Benefits Manager - Corporate Services - Human Resources - Gqeberha - Grade D1 at Coega

MANDATE

• The Manager: Remuneration and Benefits is mandated by the Executive Manager: Corporate Services to take responsibility for the development, implementation, and management of legally complaint remuneration and benefits practices, processes, procedures and systems.

DESCRIPTION
RESPONSIBILITIES AND OBLIGATIONS

Remuneration Policy and Procedures

• Develop the Remuneration policy and a total Reward strategy;
• Manage the implementation of the approved Remuneration policy and procedures;
• Develop, implement and manage legally complaint remuneration and benefits practices, processes and systems;
• Builds capacity within HR and management team with regards to remuneration and benefits;
• Ensure consistency in the application of remuneration and benefits policies, practices and systems throughout the organization;
• Provide information and update both management and employees on company benefits, policies and procedures;
• Timeous advising on corporate governance related changes and issues.

Job Evaluation

Management implementation of Job Evaluation Policy and Procedures;

• Facilitate and coordinate the job profiling and evaluation process across the organisation to ensure internal and external equity;
• Communicate and educate employees regarding the organisation’s job evaluation system and practices;
• Implement and manage job grading structure;
• Update and maintain organizational structure and headcount reports.

Payroll Management

• Manage the payroll function and human resources administration as per the required standards;
• Develop and manage effective payroll management procedures and systems;
• Manage payroll processes, salary reviews and incentive schemes;
• Accountable for integrity of data on HR information management system;
• Continuous maintenance of HR information management system.

Remuneration analysis and benchmarking

• Undertake benchmarking exercises and assignments in remuneration and benefits practices, job evaluation and annual salary reviews;
• Prepare and submit reports on remuneration and benefits benchmarking exercises, and other assignments as required;
• Research and develop pay structures based on practices;
• Provide an overall view of views of practices and develop a business case for change where deemed necessary;
• Critically analyse remuneration and reward practices and provide comparison with organisations in the market;
• Maintain effective and efficient relationships with external service providers to improve operating efficiencies.

Salary Review Process

• Manage salary review process under the leadership of the HR Manager;
• Recommend salary review guidelines, coordination of the entire process including training, documentation, distribution and consolidation of review spreadsheet;
• Prepare schedules for payroll upload and staff letters;
• Prepare reports, statistics, graphs and cost analysis.

Advice and Operational Support

• Provide expert and professional advice on all remuneration related issues;
• Support in preparing submissions to the remunerations and HR committee;
• Conduct ad hoc internal and external benchmarking exercises per position;
• Communicate changes in legislative policies and facilitating changes applicable to company processes;
• Assist departments with reviewing of job profiles and evaluations thereof;
• Manage remuneration projects for the organisation when required;
• Periodically review and recommend improvements to employee benefits and schemes;
• Provide leave management mechanisms;
• Timeous submission of an Employment Equity report and all other legislative requirements;
• Execute and implement HR projects/ assignments when required;
• Effectively manage and support Wellness programmes.

Management of HR Integrated Information Systems

• Effectively implement HRIS to satisfy the needs of the organisation;
• Create monthly, quarterly, annual and post activity reports;
• Effectively manage and support staff.

Furthermore, you are to ensure that:

• You are aware of and have access to the CDC’s SHEMS;
• You are aware of your responsibilities and duties as laid out in the CDC’s SHEMS;
• You are aware that you work in a safe and environmentally friendly manner;
• You ensure that the company’s housekeeping standards are maintained throughout your area of responsibility;
• You report any unsafe conditions or acts which you cannot rectify yourself to your SHE representative or to the Senior SHE Project Manager as soon as possible;
• You report all SHE incidents which occur within your area of responsibility promptly and in the correct format;
• You are totally familiar with your responsibilities in terms of the CDC’s emergency plan;
• You communicate to the Senior SHE Project Manager any required changes to the SHEMS prior to implementing these changes;
• You timeously complete and correctly record any corrective action which needs to be taken in order to rectify a SHE matter;
• You give full co-operation to, and participate in (as required), the CDC’s internal and external SHEMS audits.

You have the authority to:

• Immediately stop any person(s) on CDC property from committing an unsafe or destructive act or omission;
• Take whatever immediate steps you deem necessary to prevent injury or environmental damage when confronted with an unsafe or destructive condition.

Additionally ensure that:

• During your period of employment and subsequent thereto, you shall keep confidential and shall not make use of, directly or indirectly, and shall not disclose any of the CDC’s trade secrets or confidential information or those of its subsidiary or associate companies or those of other persons who have made disclosures to the CDC under conditions of confidentiality, other than to persons authorised by the CDC or those employed by the CDC who are required to know such secrets or to have such information for the purpose of their employment with the CDC.
• You shall not, without the written permission of the CEO, be directly or indirectly employed for gain in any business or pursuit other than that of the CDC. Such permission will be granted only if the CEO is satisfied that the activity is not in conflict with the CDC’s interests, and that the Employee’s ability to fulfil his/her duties to the CEO satisfaction will not be impaired.
• It is conditional that you and/or no immediate relative or member of my household be employed by an organisation in direct competition with the CDC, without the CDC’s written approval. The CDC reserves the right to enquire as to the place of employment of my spouse or any member of my household.
• You will abide by the CDC Code of Conduct and Ethics Policy which seeks to codify the expected ethical behaviour from me, to meet the ideal of good corporate governance.

COMPETENCIES AND REQUIREMENTS

• Degree / National Diploma in HR Management/Finance / NQF Level 7 or equivalent;
• A post graduate qualification in HR or certification as a remuneration specialist is preferable;
• Minimum 5 years in the HR field: Remuneration and Benefits, and payroll management;
• Professional membership – South African Reward Association (SARA) or similar is advantageous;
• Extensive knowledge of Oracle system;
• Hands on experience in remuneration function that includes benchmarking, pay design and salary survey;
• Exposure to remuneration analysis and modelling;
• Experience in Job evaluation processes;
• Knowledge of applicable remuneration legislation;
• Analytical skills;
• Passion for people and an effective team player;
• Interpersonal skills;
• Report writing, communication and presentation skills;
• A valid driver`s licence.