Job description

• Alignment of remuneration to business requirements:  Contribute to the development and implementation of a remuneration and benefits strategy that will support the attraction and retention of required talent both currently and in the future.  Participate in the development and implementation of fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation. Conduct regular market analysis and benchmarking to ensure ATNS’s remuneration practices are competitive and align with evolving industry standards, while considering financial sustainability. Monitor and ensure alignment of both fixed and variable reward elements with business and HC requirements. Work closely with finance and budgeting teams to understand ATNS’s financial constraints and budgetary allocations for remuneration and contribute to developing compensation strategies that align with ATNS’s financial health and long-term goals.
•  Performance Management:  Ensure cascading of organisational objectives and KPIs in performance of all staff. Guide and assist employees and managers to complete performance contracts. Compile statistical reports on performance contracting and reviews.
• Management of Remuneration and Benefits: Review remuneration policies and pay structures and benchmark against other SOEs and/or comparable industries to ensure equitable and competitive employee compensation on an ongoing basis. Conduct salary and benefits surveys to determine the competitiveness of ATNS remuneration practices. Work with Finance and Legal to ensure accurate reporting and compliance with tax laws. Prepare and communicate information to employees about benefit programs, procedures, changes, and legislative requirements. Research and recommend solutions to specific proposals/issues for submission to the Head of Rem & Benefits. Review general HC communication to provide inputs/ feedback from a remuneration perspective. Research and provide insights on remuneration trends, barriers, risks and opportunities that may impact the business. Guide and advise HC team members on remuneration practices and salary administration. Implement a continuous feedback loop with regular pulse surveys to monitor employee satisfaction and engagement, ensuring that remuneration practices are responsive to employee needs and market conditions. Promote adherence to professional standards and regulatory requirements and facilitate continuous improvement in processes and activities. Participate in the development and administration of the annual budget for the department; review invoices and resolve budget deviations in accordance with Finance processes. Adopt digitalisation and automation of processes as far as possible to improve efficiency, speed and accuracy of service delivery, for example automation of the calculation of the various elements of the payment package.
• Creation of a high performing organisation through effective reward practices:  Develop and implement appropriate incentive schemes In collaboration with relevant key stakeholders in the organisation which include line management and the Head of Rem & Benefits. Review the company’s benefits programs, including insurance programs, retirement plans, sick leave, time off, and vacation policies and update as required and approved. Support the Head of Rem & Benefits in managing company reward plans and programs such as deferred compensation, short-term and long-term compensation, health insurance, disability insurance, life insurance, employee assistance, and other.
• Stakeholder Management:  Build and maintain sound relationships with relevant key stakeholders within and outside of the organisation, including management, employees, labour unions, and service providers. Prepare and conduct remuneration and benefits training programs when needed to managers, employees and labour unions. Engage with Industry Networks: Participate in industry forums, HR associations, and professional networks to gather insights on compensation trends and best practices.

Minimum requirements

Minimum Formal Qualifications:

•  B-degree in Commerce/Human Resources Management/Organisational Psychology or relevant field
•  Honours degree in any of the above fields will be an advantage
•  Registration with SABPP as a Certified Compensation Specialist will be an advantage
• Registration with SARA will be an advantage
• Excel Certification will be an advantage.

Minimum Years of Experience:

•  Minimum 5 years of experience in the management of Remuneration and Benefits
• Experience in the field of payroll management is required
• Experience in preparing management reports is required
• Proficiency in Excel (certification or demonstrated experience is preferred)