Jobs at Deloitte

Key Responsibilities and Deliverables

Reward Strategy

• Design, implement, and monitor reward strategies and policies for Deloitte Africa, ensuring annual review and ongoing relevance
• Collaborate with reward leaders across Southern, East, and West Africa to harmonise approaches, share best practices, and support regional reward initiatives
• Conduct research into global reward trends and adapt policies to local and regional contexts
• Advise on and implement incentive schemes, retention strategies, and flexible benefits tailored to diverse markets.

Operational Excellence & Process Enablement

• Oversee end-to-end reward processes, including annual increase cycles, salary band development, incentive pool management, and job grading.
• Conduct market research and benchmarking to inform reward decisions and maintain competitiveness.
• Ensure operational effectiveness, risk mitigation (e.g., Equal Pay for Work of Equal Value), and alignment with evolving business needs.

Business Partnering & Stakeholder Engagement

• Build and maintain strong relationships with business leaders, HR Business Partners, and Finance teams.
• Serve as a trusted advisor on reward matters and act as a key liaison with regional counterparts.
• Engage with external partners and industry forums to benchmark and enhance reward offerings.

Reporting

• Prepare and present reports on pay parity, transformation, and reward trends to senior leadership.

Financial Management & Compliance

• Develop and manage budgets for reward programmes, ensuring financial discipline and value for money.
• Ensure compliance with statutory, fiduciary, and governance requirements across Southern, East, and West Africa.
• Maintain robust risk management frameworks for all reward activities.

People Development & Enablement

• Lead, coach, and develop a high-performing reward team, fostering collaboration and continuous learning.
• Facilitate knowledge sharing and champion diversity, equity, and inclusion in all reward practices.

Project & Change Management

• Lead and deliver key reward projects and change initiatives, ensuring alignment with business enablement goals and quality standards.
• Support and participate in reward projects, sharing expertise and promoting best practice.

Qualifications

Required Qualifications and Experience:

• Completed Bachelor’s degree in business, commerce, or related field is essential
• Postgraduate qualification and/or Global Remuneration Professional (GRP) certification highly preferred
• SARA Professional Designation (Chartered Reward Specialist or above) highly advantageous
• 8–10+ years’ experience in reward, employee benefits, or global remuneration, with at least 2–3 years at management level
• Experience in a complex, matrixed environment, ideally with exposure to multiple African markets.

Additional Information

Key Competencies

• Strategic Thinking & Business Acumen: Aligns reward strategy with business objectives
• Regional Collaboration: Builds trust-based relationships and harmonises approaches
• Change Leadership: Drives and enables transformation initiatives
• Analytical & Problem Solving: Uses data to inform decisions and continuous improvement
• Project Management: Delivers complex projects on time and within budget
• People Leadership: Develops and empowers teams
• Communication & Influence: Communicates complex concepts clearly across cultures
• Innovation & Continuous Improvement: Identifies and implements new reward solutions.

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Job Description

Main Purpose of Job

• To support Engagement team in delivery of services to / at client premises on delegated engagement / project.  To promote our leadership capabilities which are living our purpose, influence, performance drive, strategic direction and talent development.

Minimum Experience

• 10+ years working experience in SAP SuccessFactors
• 3+ years in leading a team within a client-facing environment

Additional information

Technical Competency 

• Independently investigate and troubleshoot technical issues.
• End-to-end project and support experience: Implementation, maintenance, support, and documentation.
• Interact with clients to understand the business requirements to determine blueprints, configuration, testing, migration, support, and continuous enhancements.
• Experience in the following: Employee Central, Payroll, Recruitment, LMS, Compensation, Time Management or Time Evaluation.
• Hands on experience with at least 2 full life cycle implementations of the Employee Central module.
• Experience with Employee Central integration.
• Experience of functional design.
• Must have experience operating in a client facing or similar role.
• Experience in drafting and presenting documentation to clients.
• Ability to apply relevant HR functional knowledge to inform process and/or technology solutioning
• Consulting skills

Qualifications

Minimum Qualifications

• Relevant bachelors degree
• Applicable SAP certifications

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Job Description

An Agentic Engineer designs, builds, and manages systems where AI agents can perceive, reason, act, and learn autonomously to achieve goals. An Agentic Engineer:

• Develops architectures that define how agents gather context, make decisions, coordinate with other agents, and interact with external tools or APIs.
• Designs and build robust runtime environments for agents, which form the foundation for the cognition process.
• Designs and implements appropriate security, observability, and governance measures to supplement the runtime environment.
• Implements reasoning and control frameworks (e.g., planning, reflection loops, evaluation pipelines) that allow agents to operate safely and intelligently.
• Optimises human–AI workflows, ensuring agents augment human capability rather than create friction or risk.
• Monitors, debugs, and improve agent behaviour, using telemetry and evaluation signals to refine performance over time.
• Ensures safety, reliability, and alignment, establishing guardrails and governance for autonomous operations.

Qualifications

Role profile

An Agentic Engineer designs, builds, and manages systems where AI agents can perceive, reason, act, and learn autonomously to achieve goals. An Agentic Engineer:

• Develops architectures that define how agents gather context, make decisions, coordinate with other agents, and interact with external tools or APIs.
• Designs and build robust runtime environments for agents, which form the foundation for the cognition process.
• Designs and implements appropriate security, observability, and governance measures to supplement the runtime environment.
• Implements reasoning and control frameworks (e.g., planning, reflection loops, evaluation pipelines) that allow agents to operate safely and intelligently.
• Optimises human–AI workflows, ensuring agents augment human capability rather than create friction or risk.
• Monitors, debugs, and improve agent behaviour, using telemetry and evaluation signals to refine performance over time.
• Ensures safety, reliability, and alignment, establishing guardrails and governance for autonomous operations.

Required Qualifications and Experience

This is an entry-level position and work experience is not a pre-requisite. The following requirements do however apply:

• A bachelor’s degree. Based on the information presented in “Agentic Engineering in the Deloitte context”, a wide variety of degrees will be considered.
• A demonstrable interest in Generative AI and Agentic AI. This interest can be demonstrated through a wide variety of means, examples of which include courses completed, certifications obtained, projects completed, articles written, books and research papers read etc.
• Building AI systems requires programming and proficiency in Python is required.
• Knowledge- and experience of relevant protocols (e.g. MCP, ACP, A2A, ANP etc.) and platforms/frameworks (e.g. LangChain, LangGraph, LlamaIndex, CrewAI, AutoGen etc.) is beneficial.
• Previous experience with- and certifications in AWS, Azure and GCP is also beneficial. AI and Generative AI certifications are particularly valuable.

Important behavioural traits

General:

• Excellent English communication skills, both written and verbal.
• Effective interpersonal and relationship-building skills.
• Adaptable, managing change and ambiguity with ease.
• Effective problem-solving ability.

Role specific:

• Systems thinking. You view problems as interconnected systems rather than isolated components.
• Bias for experimentation and iteration. You like to prototype, observe, gather data and refine.
• Reflective and meta-cognitive thinking. You enjoy practicing second-order and meta-level reasoning.
• Clarity in instruction and decomposition. You are exceptional at breaking down tasks, specifying steps, defining boundaries and writing instructions that are unambiguous but flexible.
• Curiosity and cross-disciplinary learning. You enjoy learning in- and connecting many domains e.g., AI and ML, distributed systems, human factors, psychology, workflow design, product thinking etc.
• Ambiguity and emergent behaviour. You are comfortable navigating uncertainty and shaping it into predictable performance.
• Builder mentality. You enjoy building, testing, and improving working systems.

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Job Description

• This position supports the Engagement Manager in delivery of services to / at client premises on delegated engagement / project. Hypothesis development - This would include Customer and market segmentation, Application of methods, Trends and forecasting capability, Problem solving, Analytical capability, Financial modelling, Storyboarding and Report writing.

Key Performance Areas

• Defines the Market  - Ability to analyze the external environment and appreciate its importance in the formulation of an organization’s strategy
• Shapes the Strategy - Ability to help shape a client’s strategy by providing insights to help them create an advantaged position in the market
• Develops Sector and Offering Knowledge - Ability to build sector and market offering knowledge and apply it to influence a client’s strategic direction
• Strategic Impact - Supports the Senior Manager on delivery of designated engagement / project, managing the implementation of the agreed deliverables
• Budgets / Profitability - Maintains quality and timeous delivery as per SLA
• Solutioning - Ability to operate in an ambiguous environment and work independently

Leadership Capabilities

• Living our Purpose - Identifies and embraces our purpose and values and puts these into practice in their professional life
• Influence - Builds relationships and communicates effectively in order to positively influence peers and other stakeholders
• Performance drive - Seeks opportunities to challenge self; teams with others across businesses and borders to deliver and takes accountability for own and team results
• Strategic direction - Understands objectives for clients and Deloitte, aligns own work to objectives and sets personal priorities
• Talent development - Develops self by actively seeking opportunities for growth, shares knowledge and experiences with others, and acts as a strong brand ambassador

Cross Consulting / Core Professional Capabilities

• Delivery Excellence - Ability to produce a high quality work product and collaborate with others to deliver a superior client experience
• Knows the Business and Sector - Ability to understand how business functions operate and how sector trends impact a client’s business
• Analytical Thinking & Problem Solving - Ability to select appropriate methods for collecting and analysing data, and develop informed recommendations that shape or support the client’s business strategy
• Financial Acumen - Ability to incorporate financial information when evaluating strategic options
• Client Presence - Ability to deliver key messages with clarity, confidence and poise to instil confidence in clients
• Logical Structuring - Ability to organize insights and define a logical flow to tell a story when presenting recommendations
• Global Mind-set  - Ability to apply a global and diverse perspective to problem solving
• Technology Fluency - Ability to apply technical knowledge to address client business challenges

Qualifications

• Degree/Post Graduate Qualification:
• BSC Engineering (Mechanical, Process, Chemical) (Business Sciences
• Business Administration (MBA or equivalent)
• Finance
• Economics (quantitative) / Statistics
• Statistics
• Engineering
• Law

Preferred Experience

• Minimum 5-8 years working experience in a consulting environment
• Significant experience in strategy-led work.
• Proven ability to create markets and develop client accounts.
• 3 years in a client facing role

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Job Description

• To work within the Workforce Transformation team, alongside more seasoned Consultants and Engagement Managers, in the delivery of Job Profiling, Job Evaluation and/or Job Architecture project / engagement services to clients / at client premises, that meet and exceed client expectations.       

Key Performance Areas:

Project Execution

• Support the Engagement Manager and work alongside Senior Consultants in the delivery of small to moderately-sized/moderately-complex engagements/projects, as part of a client delivery team, in specific areas of technical proficiency, as it relates to the Workforce Transformation/Reward work team, as well as in areas requiring the development of technical proficiencies in the realm of Workforce Transformation/Reward.
• Collect baseline information from clients, as part of a broader team, working under the guidance of a Project Stream Lead.
• Facilitate substantive conversations with key client contacts/stakeholders, at Manager level and below, clarify requests for information and communicate regarding project progress made.
• Contribute to the development of client presentations / discussion documentation, under guidance.
• Contribute to the brainstorming of solutions to address issues that may enhance / renew service offerings to client or that may affect the quality of delivery or timelines of a short-term project / engagement.
• Contribute to the collation of research and/or application of basic analytics capabilities to contribute to colleagues’ understanding of client challenges and contribute to providing output for assimilation into engagement deliverables.
• Deliver high quality work that meets expectations for timeliness, accuracy and completeness, as per defined and contracted client Service Level Agreements.

Client Impact: External / Internal

• Develop internal collegial relationships proactively to support the delivery of client work, both within the Workforce Transformation team (tribe) and across Deloitte Human Capital Consulting teams (tribes).
• Participate in the design and/or development of client solutions, as part of a broader client delivery project team.
• Deliver high quality work that meets internal expectations for accuracy and timelines, to attain consistent client satisfaction and maintain professional client interactions.
• Act in the capacity of serving as a primary point of contact for small clients.
• Develop a broader understanding of Deloitte’s Workforce Transformation solutions, including but not limited to Job Analysis, Job Profiling, Job Architecture, Job Evaluation, Competency Development, Performance Management and Reward.

Team Sales Pipeline Support

• Participate and support sales activities at smaller organisations, together with other senior team members.
• Begin to develop rapport with external clients to understand their context and needs; relay this information to more senior team members to contribute to actively building business relationships that generate leads.

Operational Effectiveness

• Conduct situational and data analyses to identify and understand client needs and problems on technical issues that arise.
• Understand context and impact of own role within project/engagement and conduct work accordingly.
• Review and analyse accuracy and quality of own deliverables, in conjunction with Line Manager, to ensure consistent standards of project delivery.
• Contribute to the effective operational delivery and execution of assigned project activities with project team members; maintain clear communication channels on work status.
• Provide suggestions for improvement, according to project objectives.
• Operate in an ambiguous, fast-paced environment effectively and be flexible to change.

Job Architecture Consulting Foundational Knowledge

Job Architecture

• Obtain a general understanding and knowledge of Job Architecture principles and frameworks, through the learned application of Deloitte IP and Job Architecture best practices.
• Provide support in the analyses of an organisation’s current Job Architecture (whether in whole, or in part, depending on the size of the organisation) to evaluate where consolidation, consistencies and efficiencies can be achieved.
• Establish an understanding and supporting knowledge relating to the development and build-out of functional Job Families.

Job Analysis and JD Writing

• Possess a sound understanding and knowledge of job analysis, job description writing principles and how to apply and customise these, according to a client’s needs.
• Possess the ability to interrogate, extract, analyse and distil relevant information (from interviews, questionnaires, existing JD’s, organisational structures and understanding of the complexity of roles) to produce a high-quality Job Description product that captures the essence of what the role needs to achieve.

Job Evaluation

• Possess an elementary understanding and knowledge of foundational Job Evaluation principles and concepts (Job Evaluation methodology agnostic, however a general understanding and/or working knowledge of Deloitte utilised JE systems is preferable: TASK, Paterson, Peromnes, ExecEval).
• Contribute to providing a systematic and consistent approach to defining the relative worth of jobs to bring clarity, uniformity, and standardisation to client evaluation structures.
• Support the delivery of both ad-hoc and high-volume Job Evaluation projects by providing ad-hoc, and project-based evaluation services and drafting standardised Job Evaluation reports.

Competency Development

• Possess an elementary understanding and knowledge relating to the conceptualisation and development of bespoke Behavioural and/or Technical competency frameworks for clients.
• Contribute to the identification of priority competency needs for clients.
• Understand and apply Competency Levelling, under the guidance of a more senior team member, to provide scale and sophistication to Behavioural and/or Technical competency frameworks for clients.

Performance Management

• Possess an elementary understanding and knowledge of emerging/cutting-edge Performance Management principles and concepts.
• Contribute to the build-out of bespoke Performance Management solutions for clients, dependent on their needs and future aims, in collaboration with more senior team members.

Reward Consulting Foundational Knowledge

Core Total Rewards

Total Rewards Technical Knowledge & Strategy

• Demonstrate knowledge of the vendors, technology solutions, and trends in the Total Rewards marketplace;

Analysis of Information

• Demonstrate ability to analyse raw client data to find creative solutions to client Remuneration issues.

Contribution to the delivery of Total Rewards Client Projects

Contribute to the delivery of client work by supporting Workforce Transformation Reward technical specialists regarding inputs into, inter alia:

• Remuneration Benchmarking
• Executive and Non-Executive Pay Composition
• Analyses of Remuneration Data for exercises such as Pay Equity
• Sections within Remuneration Reports/Implementation Reports
• Incentive Plan Design (Short Term and/or Long Term)

Compensation Advisory

Total Reward Philosophy & Strategy

• Demonstrate basic knowledge of South African compensation practices and governance regulations and be able to draw parallels between these and client’s AS-IS state.
• Participate in the design and/or implementation of total reward philosophy and strategies for clients, at differing levels of the organisation and with consideration to different business circumstances.

Prescribed Methods & Tools

• Make use of validated and proven remuneration methods and tools to satisfy the analytical requirements (AS-IS assessments and TO-BE modelling) on client projects.
• Utilise Job Evaluation frameworks, tools and/or methodologies to salary benchmark jobs and compare jobs to general and/or specific market salary practices.

Survey Administration & Analysis

• Analyse and provide conclusions from General, Industry and Custom surveys and apply these to the client context appropriately.

Qualifications

Minimum Qualifications

• Bachelor’s Degree

Desired Qualifications

• Further qualifications in a specialised field are a plus (relevant to Service Area / Business Management, etc.)

Minimum Experience

• 4– 6 years’ relevant work experience (i.e., either in Corporate HR or in a Professional Services/Consulting firm, delivering Human Resources-related services). 
• Experience in client facing capacity.

Key Competencies Required / Talent Standards Capabilities:

Technical

• Possess foundational knowledge in at least one technical domain (i.e., Job Profiling, Job Evaluation, Job Architecture, Competency Modelling, Performance Management and/or Rewards).
• Demonstrated Project Management skill.
• Good report writing skills.
• Developing breadth in Consulting skills.
• Ability to develop proposals, points of view, project outcomes to external clients, under more senior team member guidance.
• Emerging knowledge and understanding of Total Rewards.
• Business Acumen.
• Knowledge of Data Analysis and Research techniques.

Behavioural

• Strong communication (written and verbal) and business partnering skills.
• Sound interpersonal and relationship building skills.
• Sound quality management orientation.
• Anchored client delivery focus.
• Adaptable to managing sudden change and ambiguity with ease.
• Ability to operate independently, when required.
• Ability to contribute to the brainstorming and solutioning of client problems.

Additional Information

Job Levelling and Framework Design

• Experience in designing and maintaining job architecture frameworks, including job families, levels and career paths.
• Ability to differentiate and articulate levels of work (e.g., SST, operational, tactical, strategic) and align roles accordingly.
• Competence in developing clear job descriptions and specifications aligned to organisational structure.

Technical Skills Required:

• Demonstrated expertise in job levelling, job analysis and job evaluation (using recognised methodologies).
• Experience designing and implementing job architecture frameworks, including mapping roles to levels of work.
• Ability to use market data to inform and structure grading frameworks as part of the overall job architecture.
• Proven ability to support organisational design and manage change related to job architecture initiatives.