Senior Remuneration Specialist at AVBOB South Africa

Description

Essential Function and Basic Responsibilities

• Providing expert and professional advice on all remuneration issues by researching remuneration practices to ensure that the HR Manager: Remuneration and Benefits has expert, precise information regarding the market approach.
• Manage the remuneration team to deliver and achieve set objectives and targets in the Remuneration space.
• Guide the team to ensure best practice and standards control procedures are implemented and followed.
• Consult and co-network with the market (remuneration consultants and specialists) on matters of remuneration to ensure that information is obtained on the latest developments within organisations locally and abroad. 
• Network with remuneration consultants to obtain updated information on the latest remuneration products and approaches available in the South African and global market.
• Liaise and network with remuneration specialists from other companies especially within the same industry to remain informed about industry related best practise remuneration practices.
• Use research ability to continues monitor the Group’s remuneration dispensation.
• Coordinate and Conduct research in areas regarding remuneration to enable analysis and prediction of market trends. 
• Oversee continuous market research relating to Group with the view of strategically positioning the company’s procedures and policies and discuss with Manager: Remuneration and Benefits.
• Providing solutions to the Manager: Remuneration and benefits that includes design consideration for new programs and the implementation of development plans.
• Leads and assist in project specific research and costing.
• Responsible for the identification of any remuneration risks, resolve under guidance of manager: Remuneration and Benefits and mitigate risk where possible and escalate any risk or issues requiring for Remuneration Lead for intervention, timeously.
• Reports on monthly Quarterly and Annual basis on different metrics used.
• Provide guidance to line managers in the application of various HR and Remuneration policies

Employment Equity 

• Oversee the HR Practitioner: Transformation on all EE related matters and report back to General Manager: Human Resources who is also the Group Senior EE Manager;
• Assist the General Manager: Human Resources by overseeing the following:
• Target setting and 5 year EE plans settings for Society, Funeral and Industries;
• Monitoring of targets on a monthly and quarterly basis;
• Assist with documentation of the EE and Skills Group Committee;
• Training of committee on EE related issues;
• Oversee EE plan implementation;
• Assist with reporting to Transformation committee and Board in EE related matters.
• Manage the compilation of EEA2 (HR Practitioner: Transformation) and EEA4 (Remuneration Specialist) for submission to Department of Labour after approval of the Chief Executive Officer.
• Oversee monthly, quarterly and annual reporting on EE stats and the Group’s accomplishments of set targets.
• Oversee DoL EE inspections where payroll/remuneration information is requested. 

Workforce planning and manpower budget of the Group

• Under the guidance of the Manager Remuneration and Benefits coordinate the annual salary and workforce budget submission to the Finance Department.
• Laisse with the ICT department on the readiness of the Manpower Budget System and implement changes where required.
• Train new line managers on the Manpower Budget System and submissions required.
• Coordinate communication send to all Managers and General Managers in connection with remuneration budget timelines and expectations.
• Assist Managers and General Managers with the remuneration information and structures to support their recommendations for budget submission.
• Oversee the compilation of the headcount documents (Total Headcount, Additional positions and Vacant positions), by extracting and analysing data, collating all received submissions and communicate promptly to relevant users of the information. 
• Extract information from payroll, clean and prepare the data in order to compile the budget worksheets per cost centre.  Ensure that that all approved budget principles (eg expected increases, estimated expenditure, additional headcount, bonus principles, applicable benefit costs etc.) are included in the worksheets compiled for every Business Unit for discussion and linking purposes.  Provide all General Managers with a costing indication to guide decision making. 
• Ensure that all submitted recommendations are provided to the Remuneration budget committee for discussion purposes.
• Finalise the annual budgets by ensuring that all headcount, budget principles and structural changes that impacts cost allocations has been taken into consideration on the work sheet and by linking it to the approved budget template for submission to finance department.
• Present the salary budget to the budget committee by taking them through the salary budget line by line, explaining deviations in expected expenditure, anticipated cost and reasons for year-on-year deviations. Obtain the committee’s approval to finalise and if need be implement requested changes.
• On approval of the budget by Exco, provide finance with a monthly breakdown of the salary budget ensuring that planned changes align to the indicated implementation dates. 
• Provide finance with a final bonus allocation for the financial year based on the feedback received from the approved bonus pools.
• Control and manage budget cost and report monthly to finance on any deviations.
• Advise the remuneration team on changes that were approved and oversee the implementation of such changes in order to reflect correctly on payroll and position allocation. 

Job evaluations 

• Oversee job evaluation process done by Remuneration Specialist under guidance of the Manger: Remuneration and Benefits.
• Identify changes that may impact job grading by considering reporting structures, job purpose, possible overlap in responsibilities, accountability and unique/specialist areas of the work required.
• Verify noted changes and assist with providing updated organigram information indicating the anticipated changes for recommendation to EXCO and evaluation by service provider.
• Provide input into recommendation process of the proposed evaluation.
• Evaluate if job description changed more than 30% in accountability and document appropriately.
• Present the proposed changes to Remuneration management to consolidate feedback  

Annual Remuneration review process

Actively participate in the annual remuneration review process:

• Oversee the development of relevant general salary scales by ensuring that relevant, benchmarked marked data, scale build principles and cost impact is considered.  
• Assist the Manager: Remuneration and Benefits and the Remuneration Lead in compiling the proposed annual increase principles for consideration by the PPC.
• Oversee and coordinate the compilation of annual salary review process for General employees within the Group.  Ensure that all approved principles are incorporated in the calculations for increase purposes to ensure the intended outcome.  Test all calculations against various scenarios to ensure validity of information.
• Assist the Remuneration Lead in providing various cost analysis and scenarios to assist decision making.
• Prepare increase documentation and summaries for the People Practice Committee;
• Provide increase information for the Payroll team to implement, ensuring that correct breakdown of all package structuring including benefits in the remuneration space are taken into account.
• Oversee the increase communication process ensuring the correct information is communicated promptly, confidentially and as directly as possible.  Checking that extracted information is formatted and merged to approved templates.  Liaise with ICT and other relevant solution providers in applying the best solution available for the communication process.  
• Assist the team with increase queries and feedback on the dedicated communication channel.
• Test implemented increases back to the increase sheets and advise on any adjustment that need to be made.

General activities 

Performs miscellaneous job-related duties as assigned.

• Provide relevant information to the Social and Ethics - and annual integrated report.
• Provide input on General Manager’s recommendations to be submitted to Exco by gathering information from the remuneration specialists on job evaluation, reviewing cost impact and budget.
• Provide costing and remuneration overview to General Managers and Managers on costing of new structures
• Assist the Training Department by conducting induction training sessions for new staff on remuneration related information.
• Sign off on all general employees offers of employment as part of the recruitment process.
• Provide specialist support in the offer-process by analysing the income of candidates and proposing an offer aligned to remuneration standards and practises. 
• Provide specialist support to more senior employees on all remuneration related issues e.g. package structuring, understanding their TGP and payslips, increase related feedback etc.
• Advice to junior employees will be provided by team members.
• Oversee the job management process on the Human Resources Information System (HRIS) to ensure that the available positions on the system reflects the approved structure and headcount.  
• Consolidate information to construct a draft monthly report (payroll/pension and remuneration info) for submission to Remuneration Lead.
• Verify the information collated for the annual Equal Pay for Work of Equal value document.
• Liaise with the Performance Management Department in ensuring the capturing of all performance scores for the compilation of bonus pool documents and increases.
• Compile departmental bonus pools based on scores provided by Performance Management team and aligned to the approved bonus principle for payment in November of the applicable year, liaise with management on the approval of these score before submitting it to People Practice for final approval.
• Provide information for internal and external audit processes. Analyse any relevant findings, implement and monitor changes to minimise risk for the Group.
• Manage the equal pay for work of equal value investigation performed by Remuneration Specialist to ensure that work product is complete with explanations for all variances 
• Administer all ad hoc changes to remuneration:
• re-evaluation of a position; 
• allocation of subject allowances for Actuarial students;
• approved progression adjustments;
• RE qualification adjustments;
• Adjustments aligned to PDP agreements etc.
• Effective Management of department.
• Manage the remuneration team in accordance with agreed policies and procedures, standards and legal requirements under the direct direction of the Manager: Remuneration and Benefits.
• Manage remuneration team workload distribution to meet operational requirements.
• Identify training needs of new and current personnel in department to ensure that members are able to perform their duties at the required level.
• Provide day-to-day support through feedback, coaching and training employees by means of either on-the-job training/coaching or mentoring as well as formal internal/external training courses.
• Select, develop and maintain suitable manpower capabilities for the department under the direction of the manager.
• Manage discipline to prevent disruption of workflow and ignoring established/approved procedures.
• Maintains employee confidentiality and protect remuneration information by keeping information confidential.
• Action and correct deviant behaviour where necessary/possible to prevent eventual dismissal due to insufficient interventions.
• Mentor, manage and develop direct subordinates – this includes continuously providing feedback to ensure that team members perform at optimum productivity levels. 
• Manage performance using the performance management process.
• Provide technical direction to direct reports.
• Manage the leave allocation of subordinates to ensure the organisation’s requirements are met.

Requirements

• Matric
• Degree or Three (3) year Diploma in Human Resource
• Effective functioning in MS Office Suite (MS Word, MS Excel Advanced and Power Point) and Sage People.
• Exposure to all relevant legislation.
• Global Remuneration Practitioner (GRP) certification.
• Up to 8 years ‘experience in Human Resource Management in specific Remuneration including:
• 5 Years in supervision of a remuneration environment
• Up to 5 years practical experience of HR systems and software
• 4 Years’ experience as general HR Practitioner
• 1Year experience in job evaluation methodology and relevant systems
• HR experience required with specific experience gained in the benchmarking and pay design areas 
• Salary and personnel administration management.