Team Member: HR Administration & Payroll at The South African Revenue Service (SARS)

Job Purpose

• To provide a HR client service in respect of Human Resources and Payroll transactions on the HR Management System (SAP). Act as custodian of HR policies, providing guidance, support and development of HR Conditions of Service and administration related policies in line with legislation, involving the accurate and timeous administration of remuneration and benefits throughout the SARS employee's life cycle.

Education and Experience

Minimum Qualification & Experience Required

• Higher Certificate (NQF 5) in Human Resources and 3 years’ experience in Human Resources
• Administration & Human Resources Payroll.

OR

• Senior Certificate/Matric (NQF4) with 4 years’ experience in Human Resources
• Administration & Human Resources Payroll.

Minimum Functional Requirements:

• HR and Payroll Administrative experience
• SAP HCM system knowledge as an added advantage  

Additional Technical Competencies:

• GOC Confidential- (a) sensitive information, the unlawful disclosure of which may be harmful to the security or national interest of the Republic or could prejudice the Republic in its international relations;(b) commercial information, the disclosure of which may cause financial loss to an entity or may prejudice an entity in its relations with its clients, competitors, contractors and suppliers. E.g. Taxpayer information

Job Outputs:

Process

• Apply and utilise systems in a manner that contributes to efficient and effective service delivery and optimised quality.
• Apply procedures in order to deliver set objectives to the best advantage of the functional work area.
• Apply and utilise systems in a manner that contributes to efficient and effective service delivery and optimised quality.
• Analyse system reports to identify and rectify discrepancies and Constantly quality assures transactions and documents. Conduct audits and make corrections and implement preventative measures.
• Calculate all in and out of service debt and implementation of measures to recover such debt to prevent bad debt to SARS (LV\IP, bursary, 24 hr terminations, ESS, deleted transactions, etc. Analyses debt and leave pay-outs.
• Capturing and maintaining of transactions on SAP system (Financial responsibility amounting to R328 million per annum)- Thus maintaining the SARS Payroll.
• Clear system and ESS related rejections and errors, relating to locking and unlocking of the system, institute preventative measures.
• Conduct training across the organisation to up skill and create awareness of use of HR systems and changes in benefits/Conditions of Service and HR Policies, field enquiries and local HRA/HRBP.
• Contribute to the development and improvement of area specific standards, procedures and processes to ensure continued quality and service improvement. (I)
• Constantly align own work method to changes in work requirements, procedures, policies, processes, and delivery systems to meet contracted targets or set timelines.
• Drive mass outbound initiatives from time to time to ensure compliance with legislation, policies and procedures, keeping track of data and following up (e.g. IRP5 Data Compliance, Leave Compliance, Qualifications Compliance.)                                                                                              
• Validate the risk of overpayment; confirm and check DOA, if the person who signed, is authorized to sign, as well as the alignment of the correct payment percentile and EE compliance.
• Quality assure documents or work content to ensure accuracy, correct calculation, validity and completeness of data and information and minimise mistakes.
• Report on transactional and process activities within set guidelines to provide timely information for decision making. (I)
• Interacting with internal and external stake holders (GEPF, Group Life, Medical Brokers, Attorneys, Department of Labour and Department of justice for Garnishee orders and Spousal maintenance orders).
• Keep financial risk factors and information security in mind at all times in the performance of all day-to-day actions. Validate the risk of overpayment; confirm and check DOA.
• Draw on own knowledge and experience to identify and develop solutions that leads to improved service delivery and quality. (I)
• Communication of transactional outputs and queries in area of work according to policies and quality requirements.
• Conduct outreach processes to trace and contact beneficiaries of Pension Funds.
• Contribute to the successful implementation of change initiatives by providing support in area of work. (I)
• Create customer awareness of data integrity e.g. Employee Self Service functionalities and outbound initiatives in respect of Medical Aid Dependants, Group Life Beneficiaries/GL Benefits Statement and Pension Fund Beneficiaries.
• Deliver on contracted performance objectives and escalate unresolved delivery and quality issues to management and process owners. (I)
• Deliver operating results within predefined quality, volume and time standards.
• Develop and maintain productive working relationships with peers, SARS role players and third parties to achieve predefined objectives.
• Effectively manage time to ensure quick turnaround of work within the required service and standards
• Effectively plan and schedule own activities to continuously improve quality and service delivery in area of work. (I)
• Ensure that financial safeguards are applied in processing and capturing HR payroll transactions.
• Initiate and prepare correspondence, explanatory memorandums, conduct presentations on matters/
• information relating to SARS conditions of service.
• Keep up to date records of completed work.
• Performing the role of Group life. Administrator, updating, verifying, calculating, and submitting claims.

Governance

• Comply to set governance and compliance and processes related to an area of work and continuously identify and escalate risks. (1).
• Constantly interpret and align work policies, procedures, legislation and processes to ensure and drive compliance.
• Ensure that completed work adheres to relevant policies, procedures, governance and legislative requirements and report on deviations and discrepancies.

People

• Drive own performance in order to achieve work outputs in line with required response time, quality and service delivery standards. (I)
• Search for, integrate and share new knowledge attained through formal and informal learning opportunities in the execution of your job. (I)

Finance

• Adhere to specificied policies, standards and procedures to prevent wastage on resources and report violation. (1)

Client

• Contribute to a culture of service excellence, which builds positive relationships and provides opportunity for feedback and exceptional service. (I)
• Ensure client satisfaction by delivering a service that is consistent, seamless and error free. (1)
• Advise and address queries that come from HR Call centre, HRBPs and clients, relating to payroll, Remuneration and Conditions of service.

Behavioural competencies

• Accountability (V)
• Analytical Thinking
• Attention to Detail
• Commitment to Continuous Learning
• Conceptual Ability
• Customer Service
• Expertise in Context
• Fairness and Transparency (V)
• Honesty and Integrity (V)
• Organisational Awareness
• Persuasion Ability
• Problem Solving and Analysis
• Respect (V)
• Trust (V)

Technical competencies

• Computer Literacy
• Efficiency Improvement
• Financial Administration
• Business Knowledge
• Functional Policies and Procedures
• Data Collection and Analysis
• Knowledge of HR Policies and Procedures
• Problem Analysis and Judgement
• Reporting

Behavioural Indicators:

• Accountability
• Respect
• Fair and Transparency
• Trust
• Analytical Thinking
• Attention to detail
• Commitment to continuous Learning
• Conceptual Ability
• Expertise in Context
• Honesty and Integrity
• Organisational Awareness
• Problem solving and Analysis
• Relationship Management and Networking

Deadline:9th March,2026