Remuneration Specialist (Centurion) Job at AVBOB South Africa

Description

• We are looking for a detail oriented Remuneration Specialist who will under the guidance of the Senior Remuneration Specialist be responsible for remuneration analysis, research and maintenance of the Group’s remuneration practices as specified in the Salary and Related policy document. 
• You will also be responsible to compile remuneration surveys and analyse remuneration data survey information from survey houses to benchmark the Group’s scales, pay mixes and market related salary ranges for use by senior team members. 
• As a subject matter expert on job evaluations this position provides support and expert advice e.g., indicative grades and overlaps between supporting or reporting positions.  You will be required to manage the evaluation process. 
• Your duties will also include consolidating the Remuneration and Benefits department’s operational and capital budgets, forecasting cost and budget items needed for submission to finance and other operational budget owners.
• You will be working for a well-established company with strong values. In exchange for your services, you will receive a competitive compensation package. You will be joining an organisation that values employee development and rewards excellent performance.

YOUR RESPONSIBILITIES WILL INCLUDE THE FOLLOWING:

• Participate in relevant remuneration surveys, ensure accuracy and integrity of data and submit to survey companies.
• Benchmark remuneration practices with earmarked survey houses, interpret and assist with proposals and implementation after approval. Consider many alternatives to attract and retain employees and propose enhancements.
• Research niche remuneration practices eg Actuarial and ICT positions by conducting internal and external benchmarking studies to ensure that the Group’s remuneration practises are competitive and responsive to the market.
• Develop and customise different scales (general and specialist scales) by applying sound approved remuneration principles for submission to the Manager: Remuneration and Benefits and Senior Manager: Reward for their review submission and approval.
• Prepare pro-active reviews of market and best practice trends.
• Assist in compiling recommendations to the People Practice Committee for approval of variable pay and reward related benefits.
• Prepare input for recommendations on remuneration and reward matters (apply specialist and legislative knowledge) and submit to Senior Remuneration Specialist.
• Prepare and update the job evaluation policy, processes, procedures and guidelines for approval by Senior Manager: Reward.
• Identify scarce and critical skills in the market to determine (test) whether individual scales are required for these positions.
• Liaise with current role holder or supervisor and subject matter experts of the job to ensure comprehensive understanding or role dimensions prior to evaluation. Provide title benchmark information to supervisor/manager requesting a new job.
• Evaluate all new and existing job descriptions to ensure no overlaps and technical soundness in relation to supporting positions and reporting into positions.
• Confirm internal parity and external benchmarks of scales during the evaluation process.
• Provide an indicative grade to Senior Remuneration Specialist as well as a benchmarked scale to complete costing for recommendation or budget processes.
• Arrange for evaluation quotes and manage cost thereof.
• Liaise and manage grading process with third-party salary house on approval of an of new position or upgrading of a position.
• Escalate issues or questions relating to job description and job evaluation received from the survey house, clarify the information from the department manager /supervisor and provide feedback receive to the Evaluation consultant.
• Prepare documentation to obtain sign-off of grade by Senior Manager: Reward and Executive: People and Culture or CEO, as applicable.
• Communicate the results and relevant job descriptions back to the department and the job description compiler for record keeping.
• Report monthly on the results of final job evaluations.
• Coordinate managerial job evaluation interviews with an external service provider on an ad hoc basis.
• Build and maintain a data base of completed evaluations and role descriptions.
• Review all remuneration practices and recruitment practices to eliminate unfair practices.
• Review all grades and job titles to ensure pay parity and fairness in different jobs on same level and occupational families.
• Review and look at actual job descriptions and key performance areas by compare jobs that are the same, similar or of equal value.
• Review TGPs per level, by race and gender and disciplines.
• Discuss outliers with Senior Remuneration Specialist and Manager: Remuneration and Benefits.
• Prepare the annual Equal Pay for Work of Equal Value report, discussing reasons for fair discrimination per job and level for management submission to the Remuneration Committee. This includes analysis and graphs per grade and level.
• Provide analysis as described by Equal Pay for work of equal value best practice and legislation (eg EEA4).
• Prepare remuneration information to populate the EEA4 for submission to the Transformation Manager to inform the annual Employment Equity submission.
• Manage Title matrix in accordance with graded jobs and approved titles.
• Ensure that remuneration practices are compliant with legislation (Equal Pay, Minimum Wage, etc).
• Prepare the operating and capital budgets for the Remuneration and Benefits Departments for and in conjunction with the Senior Manager: Reward aligned with approved budget principles. 

This includes but not limited to:

• Cost of surveys and professional advice required by the Remuneration team
• Benefits costs such as long service recognition, retirement functions etc.
• Software licencing based on number of employees on payroll.
• Replacement of laptops to ensure replaced in line with policy.
• Consolidate the training and other operational budget needs for each section as determined by the supervisor/manager.
• Analysis of current practices and processes and recommend possible enhancements to the Senior Remuneration Specialist.
• Analysis of employee turnover for reporting purposes and for inclusion in remuneration reports.
• Update the General Employee increase letter templates.
• Prepare the increase letter datasheet and populate increase letters with merging tool. Responsible to distribute increase letters on approved secure bulk communication platforms once letters have been verified and approved.
• Under the guidance of the Senior Remuneration Specialist review all monthly HR statistics and assist with reporting thereof.
• Assist with related feedback on queries and request from employees.
• Assist employees with package restructuring.
• Provide all remuneration related information for Top Employer submission and assist with the Top Employer audit.
• Provide feedback on compliance requirements of remuneration issues.
• Assist Senior Remuneration Specialist with ad-hoc requests.

Requirements

• A relevant Tertiary qualification in Human Resources.
• At least 4 years’ remuneration and benefits experience.
• Advance level experience in Excel.
• Professional knowledge of job analysis and job evaluation.
• Ability to handle sensitive and confidential situation and information
• Ability to formulate and analyse data from a variety of sources.
• Professional registration at SARA will be advantageous.
• GRP certification will be advantageous.