Head Reward, Performance & Analytics at PPS

Job Purpose

As a senior role in the HR Management team, provide thought leadership and expert support in the design and execution of a total reward framework and performance management strategy for the PPS Group. Lead the application of reward, benefits and performance management policy framework, standards and practices that optimises employee contribution to the business. Own the HR systems and act as the HR business intelligence expert especially in relation to workforce data and reporting; and oversee the development and provision of reports to internal and external stakeholders.

Formal Qualifications

• B Degree in a HR, Commerce or Business Administration
• Hons or Masters degree in related field would be advantageous
• South African Rewards Association (SARA) membership preferred

Experience

• 5 -10 years’ experience in design and delivery of performance management strategies within complex and diverse business environments
• 5 -10 years’ experience in design and delivery of total reward strategies within complex and diverse business environments
• 5 years of managerial experience in a similar environment
• Prior experience in job evaluation and job grading experience
• Prior experience in HR operations and knowledge of best practices
• Proven experience in HR analytics

Knowledge & Skills

• Excellent knowledge of the developments and trends in Reward and Benefits.
• Excellent knowledge of performance management frameworks, policies and best practices
• Salary benchmarking and job evaluation
• Thought leadership and the development of innovative approaches to complex problems.
• Advanced computer skills and experience with specific software and web-based systems, used for report writing, project management and benefits management.
• Knowledge of current employment law, compliance and regulations
• Working experience on HR software and Sage system
• Be familiar with latest trends regarding HR analytics

Key Accountabilities

Reward and Benefits

• Define the total reward strategy, framework and benefits proposition.
• Lead and provide strategic direction to the development of pay, reward, recognition and benefits
• To ensure the adoption of best practice and alignment to the strategic objectives of PPS
• Ensure reward and benefits strategies (both tangible and non-tangible) and policies and reporting comply with regulations, governance and are legally compliant.
• Develop and lead the implementation of tactical plan, related policies and procedures and systems to support the growth of the business.
• Develop fit for purpose incentive strategies and recognition programmes that strengthen the employee value proposition.
• Provide specialist advice to the Exco and leadership teams on the annual remuneration processes ensuring the processes are fair and equitable and in line with the total reward strategy.
• Provide oversight of the approach to job evaluation to maintain consistency and fairness and assess appropria6te methodologies.
• Conduct salary and labour market research to define benchmarks
• Ensure regular benchmarking and market related pay research is undertaken when necessary to enable the competitiveness of the business and an employer of choice.
• Create a consistent compensation guideline that matches our work and organizational culture
• Create and analyze job descriptions evaluations and classifications
• Maintain oversight of Pension and Payroll operations and ensure reward and benefits policies are aligned with required regulations.

Performance management

• Design and development of the performance management strategy, framework and policy aligned to PPS ’strategic objectives
• Ensure thorough alignment of the PPS strategy, business plan and balanced scorecard objectives
• Lead and communicate the PPS performance management strategy and plan to the HR Business Partner teams within the Group, which includes outlining the performance management philosophy, process and enabling technology.
• Support the effective translation of the business scorecard into individual performance objectives may be a requirement
• Obtain insights and input in the ongoing maintenance and enhancements of the performance management framework and plan to support the overall business performance.
• Proactively establish a quality assurance approach (quality checks and reviews)
• Partner with the HRBP teams to embed effective implementation of the annual performance management plan and provide specialist advice to support the business achieve their objectives
• Support the business and HR teams to help transition from operational performance management to strategic, value adding performance practices
• Coach, guide and advise the HRBP teams on the performance process and how to enable line managers to have developmental and uplifting performance conversations
• Ensure performance capability build are well planned and implemented
• Track, monitor, analyse and report on the objective setting process in order to develop and recommend process enhancements and improvements
• Manage the performance management governance framework and ensure processes, controls and risk management are in place and understood by relevant stakeholders

HR Systems & Analytics

•  Provide leadership and direction to the introduction of a new HR system and ensure existing HR systems are maintained and compliant until the new system is in place.
• Lead the change process and enable digitalisation with the implementation of Agile Way of Work
• In collaboration with IT, drive seamless integration of new systems in the business to maximise the end user experience
• Proactively drive the HR data management capability and processes
• Act as a thought leader in defining the digital roadmap and priorities for HR
• Design, implement and test new data, capture and report delivery systems
• Ensure the efficiency and effectiveness of HR digital capabilities and processes are continuously enhanced and improved
• Research industry leading trends and new technologies to enhance HR
• Keep abreast of the external environment and ensure the HR systems continue to be compliant with data protection principles and related legislation.
• Define and implement a strategic approach to HR data analytics for HR and the business.
• Ensure the provision of Strategic HR management information and performance data
• Analyse and interpret data and information from all available sources to identify opportunities to enhance HR processes and create value for the business
• Ensure timely delivery of data-driven insights and recommendations
• Create accurate, effective and efficient reporting cycles
• Set-up and maintain standardised reports and dashboards
• Design and implement reporting dashboards that track key metrics and trends in HR
• Establish and diagnose reasons for reporting irregularities and provide recommendations for improvement
• Develop an audit schedule to review the integrity of data
• Ensure data integration across all systems
• Provide guidance on data storage, analysis and exploitation for HR’s benefit

Stakeholder and team management

• Effectively communicate the strategic performance and reward narrative aligned to business requirements; uses varied communication vehicles and opportunities to promote dialogue, shared understanding and consensus
• Collaborates with key stakeholders to optimise business performance
• Managing a specialist team to deliver on objectives aligned to the HR and business strategy