Total Rewards Manager

1/ Policies and Procedures

- Provision of a comprehensive total rewards solution for the organization;

- Lead the review of the remuneration strategy, remuneration policy, remuneration systems, and guidelines and ensure implementation thereof;

- Guide and assist on the development, implementation and administration of rewards and employee benefits policies.

2/ Remuneration

- Serve as a liaison with reward companies on compensation and benefits issues for salary benchmarking purposes;

- Conduct market analysis and ensure that all programs (pay structures, benefit plans, etc.) are competitive;

- Engage in wider remuneration and benefits communities and participate in industry activities by providing appropriate insights and inputs;

- Advise the organization on compliance requirements of reward policies, relevant systems and tools;

- Monitor the impact on budget and payroll margins and advise the organization accordingly.

3/ Job evaluation

- Ensure that management is consulted on job specifications and requirements;

- Ensure the quality and integrity of job descriptions in line with the organizational framework;

- Ensure that the job grading process takes place as scheduled and consistency is applied at all times;

- Ensure that internal parity and external benchmarks are considered during the job evaluation process;

- Ensure a job evaluation report is submitted quarterly to monitor the trends and alignment to the payroll.

4/ Staff appointment analysis

- Provide recommendations on salary offers and promotions in accordance with the organization’s policies to prevent anomalies;

- Ensure that the quarterly appointment reports are prepared and analyzed to ensure effectiveness of our attraction and retention strategy.

5/ Annual performance reviews

- Manage the organization’s annual performance process ensuring that contracting and assessments are done periodically;

- Lead the promotions cycle processes and provide analysis of the impact of the outcome to ensure efficiency and effectiveness;

- Assist in drafting submissions to the organization’s leadership and BoD.

6/ Bonus program

- Coordinate the annual bonus process and the implementation thereof.

7/ Staff turnover analysis

- Ensure that staff turnover analysis is provided quarterly and the organization is informed of major challenges;

- Establish the organization’s labor market and monitor turnover trends by industry and/or discipline;

- Ensure consolidated turnover reports are submitted annually in preparation for annual increases;

- Establish the effectiveness of the organization’s attraction and retention strategy.

8/ Benchmarking and survey participation

- Conduct internal and external benchmark studies to ensure that the organization’s salaries, incentives and retention strategy are competitive and responsive to the market;

- Participate in salary, benefits and relevant industry surveys and provide a proactive review of market pay and benefit position;

- Participate in salary and wage movement surveys to determine annual increases and prepare annual budgets;

- Ensure understanding of survey processes and interpretation or results in the organization;

- Oversee that the job matching exercise is done to ensure accuracy and relevance of information provided for benchmarking.

9/ Organizational design

- Design and implement a clear strategy for managing the organization in line with its objectives;

- Ensure that goals and strategies are clear in terms of what is expected in terms of performance.

10/ Employee recognition

- Review the recognition statement document periodically to ensure its relevance and alignment to organizational objectives;

- Ensure alignment between organization wide and unit recognition statements;

- Facilitate the organization’s wide program biennially;

- Prepare presentations to the organization’s leadership for approval.

11/ Long-term and short-term incentives

- Review and maintain the awards policy for relevance;

- Develop and maintain the short-term incentives for the organization.

- A bachelor’s degree honors in human resources management, commerce or postgraduate;

- A minimum of eight years’ experience in human resources of which at least 05 years as a remuneration and employee insured benefits specialist;

- 03 years’ experience in pension fund management;

- 05 years’ experience in management of service level agreements in the related industry;

- 05 years’ experience in job evaluation and HR software experience;

- Advanced excel skills.