Compensation & OD Manager

PURPOSE OF THE POSITION

The purpose of this role is to design, implement and manage the group compensation and benefits offering, organisational development initiatives which supports the delivery of business and human capital strategies for the Adapt IT group.

Primary Responsibilities for the Role

Compensation & Benefits Management Policy and Practices

Advise organisation on compensation and benefits plans that are cost-effective and competitive.

Provide inputs to develop and align remuneration policies, processes and practices.

Advise on compensation policy, procedure and programs in accordance with best market practices and with the internal needs of the organisation.

Lead and direct the annual salary review and bonus process

Review and prepare annual salary scale updates.

Evaluating compensation policies and make recommendations to Human Capital Executive.

Monitor changes to compensation legislative requirements and advise the Human Capital Executive accordingly.

Compensation & Benefits Advisory

Act as a leader and subject matter expert providing resolution and advise on compensation disputes and requests for information.

Drive the implementation of benefits programs such as commission structuring, medical, disability, life insurance for employees.

Review compensation and remuneration practices, conduct engagement workshops to ensure alignment in the interpretation and application of remuneration polices.

Render expert advice and guidance to management in the interpretation of service benefits and application of relevant legislation, policies and procedures

Comparing benefits and compensation plans, job classifications, and salaries through data and cost analysis

Compile compensation survey reports and make presentation thereof.

Provide Human Capital Executive with relevance salary and benefit analysis of compensation and benefits schemes offered by the Group.

Provide guidance relating to the costing of benefits and remuneration to the Finance team during the annual budgeting process.

Implement any and all incentive programs as required by the Human Capital Executive, generate reports and make recommendations based on market research and analysis.

Job Grading and Benchmarking

Facilitates job evaluation processes to grade new positions and amendments to existing positions for the whole of Adapt IT.

Ensure recommend gradings are equitable

Consult and liaise with divisional management and subject matter experts to ensure jobs are evaluated at the correct level

Benchmark the job size of positions externally

Research, Benchmarking and Analysis

Research compensation trends and reviewing compensation surveys

Monitor and research compensation and benefits trends

Highlight remuneration and pay trends and issues and make recommendation for review and approval

Benchmarking the organisations pay structure against the IT Industry s remuneration practices

Analyse data relating to internal and external remuneration and rewards data and statistics

Analyse survey data as well as information collected from various divisions

Researching and analysing benefits plans, programmes and policies;

Organisational Development

Design and deliver Organisational Development programs and initiatives to support the strategic culture of Adapt IT

To provide advise and support in formulation of communities of practice for the various business environments.

To research, design and deliver an organisational design framework to enhance the operations of the divisions.

Stakeholder Relationship Management

Build sound relationships with divisional leadership and business units management to ensure buy-in for compensation initiatives and activities

Consult with Human Capital Management: Talent Acquisitions and business managers on remuneration and benefit policy interpretation, new hire and promotion offers, market analyses and job evaluation

Ensuring that compensation and benefits service providers adhere to service level agreements.

Respond to employee and management queries on compensation related issues

Manage non-conformance issues

Update information required to meet their needs and contributes to operational effectiveness

Liaise with external market data and salary survey providers on survey requirements and when conducting external benchmarking

Liaise with service providers in introducing new benefit products and services

Minimum Qualification and Experience Requirements

Tertiary Qualification and a Post graduate qualification is an advantage

A minimum of 5 years experience in Compensation, employee benefits administration

Experience in working in a multidivisional organisation

Global Remuneration Professional Certification (GRP)

Desired Skills and Qualities

Personal Attributes and Qualities

Should be numbers oriented.

Should be analytically inclined

Should be detailed oriented.

Effective communicator at all levels

Strong ethics and discretions

Business Acumen

Good facilitation and presentation skills.

People and change management focused

Strategic Effectiveness

Strong computer literacy, knowledge of a credible ERP system e.g. SAP

Thorough knowledge of BCOE, Income (PAYE, SITE) Tax, UIF, WCA and their application to personnel matters

Knowledge of the Pension Fund Act and its application.