Head of Group Total Reward

SUMMARY:
Head of Group Total Reward Remco exposure – strong preference – exposure to gov processes, decisions like retirement age etc / Listed entity/function, partner with Investor Relations, Critical is experience in drafting remuneration reports

POSITION INFO:

Provide the strategic direction for the group reward function, with a view to ensuring the optimal execution of remuneration and employee benefits across the group in line with the group’s people strategy.

To design and develop Total Reward strategies and solutions that enable business objectives as well as the Group’s Employee Value Proposition.

Design and develop Total Reward strategies and solutions that enable business objectives as well as the Group’s Employee Value Proposition

Develop and drive the implementation of total reward strategies in the areas of remuneration, benefits, and incentive plans, ensuring market competitiveness and alignment with the Group People Strategy, as well as a holistic employee experience.

Ensure total reward policies and practices are aligned with business objectives and are compliant with applicable laws and regulations.

Work together with Group CEO, CFO, Group Exco and Group Remuneration Committee to develop and drive the implementation of consistent and equitable remuneration plans, incentive structures and programs to support business objectives.

Design and maintain best practice and competitive employee benefit offerings that enables a holistic employee experience and unique Employee Value Proposition for the Group.

Provide thought leadership on remuneration and employee benefit initiatives and trends.

Participate in external remuneration surveys and manage the equitable internal and external benchmarking practice across the group.

Design or enhance total reward programs for group’s international businesses ensuring competitiveness and compliance within the relevant geographical areas

Continuously evaluate the Total Reward service offering for external competitiveness, internal equity, and legal compliance and re-align where necessary.

Create platforms and forums that enable robust governance of Total Reward decisions within the Group that align with best practice and legislative requirements.

Oversee contracts and manage relationships with Total Reward Consultants in line with preferential procurement principles.

Align and integrate the Total Reward solutions with other Human Capital practices.

Drive the effective communication around remuneration and benefits, incentive plans and other Total Reward Solutions.

Guide and advise business leaders and Human Capital teams on Total Reward solutions.

Utilising data analytics, analyse internal Total Reward practices and leverage Total Rewards trends to propose new solutions to address gaps and challenges.

Deliver relevant Total Reward reports and insights to senior management forums and committees.

Ensure that remuneration programs are consistently designed, communicated, and administered in compliance with company policies

Drive a client centric environment that focuses on best practice service delivery

Contribute to sustaining a competitive edge through external networking and benchmarking and representation on related forums.

Define fair and innovative client service practices which build rewarding relationships and allow the team to provide exceptional service.

Demonstrate exemplary leadership behaviour through personal involvement, commitment and dedication in support of the six cultural behaviour themes.

Create a high-trust, high-performance environment where excellence is the norm and aligned with business impact, collaboration and partnership building.

Provide authoritative expertise and advice to internal stakeholders.

Build and maintain relationships with internal and external stakeholders.

Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service.

Effectively lead the team

Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.

Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of our culture behaviours.

Select and recruit suitably qualified talent in line with Employment Equity principles as well as the group’s culture behaviours.

Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.

Drive a culture that makes our purpose real, enables a significant behavioural shift, and supports execution of the Impact strategy.

Enable a culture where there is continuous learning and growth, and where information regarding successes, challenges, trends and ideas are actively shared between team members.

Execute effective workforce planning practices to ensure that staffing requirements are accurately forecasted.

Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.

Effectively manage performance within the team in order to ensure business objectives are achieved.

Encourage innovation, change agility and collaboration within the team.

Manage budget and implement sound financial controls

Control the budget for the remuneration and benefits team, including the authorisation of expenditures and implementation of financial controls.

Develop an annual & longer-term resource plan and secure capacity to achieve divisional objectives consistent with long term strategic plan.

Manage high risk and problematic financial issues in your area of accountability and contribute to the development of policy.

Identify solutions to enhance cost effectiveness and increase operational efficiency.

Implement and manage financial risk methodologies, techniques and systems and use to monitor and report on financial activities.

Implement risk management, governance and compliance policies in own practice area, to identify and manage governance and risk exposure liability.

Investigate reported wilful acts of non-compliance to organisation policy and practice and report on findings.

Manage the General Staff incentive provision process across the Group and contribute to the management incentive schemes IFRS2 provisions process.

Experience and Qualifications:

Post-graduate degree in Finance, Human Resources or related field

Remuneration Professional certification (preferred)

8-10 years Reward experience, preferably within the financial services industry

8-10 years leadership experience

• Leadership Experience is critical – relationships to be built at group exco
• Team leadership – element of influence across the broader organisation
• Remco exposure – strong preference – exposure to gov processes, decisions like retirement age etc at a board level
• Culture – candite must be obsessed in driving excellence
• Exposure in running a listed entity/function, partner with Investor Relations and the board
• Critical is experience in drafting remuneration reports

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