Closing Date 2022/11/04
Reference Number DBS221014-2
Job Title Senior Remuneration & Benefits Specialist [Midrand]
Job Grade 16
Job Type Classification Permanent
Location - Town / City Midrand
Location - Province Gauteng
Location - Country South Africa
JOB DESCRIPTION
1. The Senior Remuneration & Benefits Specialist is responsible for developing and implementing remuneration and benefit programmes/solutions for the DBSA and Agencies.
2. This position will also participate in the design and deployment of broader Human Capital projects in terms of the alignment to Remuneration & Benefits.
Strategic
1. In collaboration with the Head: Human Capital Operations and the Group Executive: Human Capital in the development of an appropriate Remuneration & Benefits strategy for the DBSA.
2. Implement and operationalise the Remuneration & Benefits strategy, policies and procedures aimed at enabling the organisation to achieve its business strategy (inclusive of short- and long-term incentive schemes).
3. Design new products and processes within the areas of Remuneration & Benefits as well as drive the improvement of existing products and processes as well to ensure that consistent practices are implemented.
4. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits.
5. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division.
6. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits.
7. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward.
8. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials.
9. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function
10. Create and / or revise job descriptions/profiles by meeting with business to identify the key job requirements. Conducts preliminary job analysis and evaluation for new and / or revised job descriptions/job profiles using appropriate grading methodologies.
11. Conducts audits when necessary to prepare new or update current job descriptions/profiles to reflect the changes in the job roles and verify against benchmark data. Maintains a job title catalogue and posts updated job descriptions in HC Shared folders.
12. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits.
13. Participate and contribute to budget construction and control during the year, perform different simulations for people costs.
14. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders.
15. Perform other Human Capital duties as assigned.
Benchmarks, Analytics & Insights
1. Lead pro-active appropriate remuneration and benefit benchmarking and analysis including the development of action plans, development of benchmarking policy, and assistance to Business Units and HCBP’s.
2. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation.
3. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities.
Governance, Risk and Compliance
1. Work in partnership with Human Capital, Finance, Corporate Secretariat, Exco and the Human Resources Committee to ensure that the DBSA remunerates fairly, responsibly and transparently to promote the achievement of strategic objectives and positive outcomes in the short, medium and long term.
2. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date.
3. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders.
4. Identify, assess and mitigate for potential reward-related risks.
5. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls.
6. Support the Division with audit actions and risk assurance exercises as required.
Key Measurements of Outputs
1. Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures
2. Quality job profiles and alignment to business requirements
3. Quality of proposals, documents, presentations and reports.
4. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support.
5. Clean audit in respect of Remuneration and Benefits
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MINIMUM REQUIREMENTS
1. Minimum qualification: a degree in Business, Finance, Human Resources or related field.
2. Proven 7 - 10 years’ work experience in Remuneration & Benefits Management at a senior specialist level.
3. Demonstrated experience of designing and implementing remuneration and benefit strategies/programmes/policies and procedures ideally gained in a related industry (DFI, SOE or Banking/Financial Sector).
4. Proven experience in organisational design, job analysis, job evaluation and grading ( e.g., Hay, Paterson etc).
5. Experience with preparation and participation in Remuneration Committees.
6. Experience in supply chain management processes (preparing project tender documents, etc.)
7. Demonstrated knowledge and use of project methodology such as PMBOK, Prince or similar.
8. Demonstrable ability to use of the Microsoft Office at an expert level (MS Projects, Excel, PowerPoint, Word & MS Outlook)
9. Strong data and analytics and modelling capabilities.
10. Good understanding of payroll and PAYE.
11. Recognised ability to design and implement short- and long-term incentive schemes.
12. Good knowledge of SOE remuneration practices.
13. Good understanding of the Basic Conditions of Employment Act, Labour Relations Act, Equal Pay for Equal Work, King IV, Tax Act, etc.
14. Proven track record of preparing project/programme progress reports and presentations for various stakeholders (Unit, Divisions, Steering Committees, Exco and Board)
Desirable
1. Global Remuneration (GRP) certificate
2. Ability to use HC SAP
BEHAVIOURAL
Customer Service Orientation
1. Tries to understand the underlying needs of customers and matches these needs to available or customized products and services.
2. processes and procedures to meet on-going customer needs.
3. Utilises the feedback received by customers, in order to develop new and/or improve existing services/ products that relate to their on-going needs.
4. Thinks of new ways to align offerings with future customer needs.
Self-Awareness and Self Control
1. Withholds effects of strong emotions in difficult situations.
2. Keeps functioning or responds constructively despite stress.
3. May apply special techniques or plan of time to manage emotions or stress.
Strategic and Innovative Thinking
1. Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
2. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.
Driving Delivery of Results
1. Sets challenging goals that will have a significant impact on the business or support the organisational strategy.
2. Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk.
Teamwork and Cooperation
1. Acts to promote a friendly climate and good morale and resolves conflicts.
2. Creates opportunities for cross-functional working.
3. Encourages others to network outside of their own team/department and learn from their experience.
EXPERTISE & TECHNICAL COMPETENCIES
TECHNICAL
Business Acumen
1. Reviews own actions against the organisation's strategic plan; includes the big picture when considering possible opportunities or projects or thinks about long-term applications of current activities.
2. Understands the projected direction of the industry and how changes might impact the organisation.
3. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations.
4. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives.
5. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives.
6. Deep understanding of the need to coordinate efforts with many government entities, private sector, community groups and individuals to ensure effective implementation of new policies and regulations.
Project Management
1. Ability to plan, initiate, execute, control and close projects related to a relevant function as well as to track and manage resources, timelines, costs, deliverables and performance, and implement contingency plans if necessary, to ensure projects are successfully.
2. Defines, plans and manages large and/or strategic projects, including those with a high degree of technical complexity, with impacts across the organisation and/or with national implications.
3. Assembles and leads diverse and multi-disciplinary teams, ensuring maximum effective resource utilisation.
4. Successfully manages substantial project budgets and reports directly to senior managers on the progress and results of projects.
5. Identifies complex issues that need escalation and proposes appropriate corrective actions.
6. by maintaining a respected profile with relevant external organisations and the research community in general.
Strategic Planning
1. Ability to analyse business trends, implications and options to devise holistic and long-term strategic plans as well as execute the required change is essential to meet DBSA's objectives and future goals.
2. Develops long-term objectives, strategies, and goals. Orients to longer terms than day-to-day activities; determines long-term issues, problems or opportunities. Develops and establishes broad scale, longer-term objectives, goals, or special projects (e.g., affecting a department, several departments or DBSA).
3. Develops a business strategy; assesses and links short-term, day-to-day tasks in the context of long-term business strategies or a long-term perspective; considers whether short-term goals will meet long-term objectives.
4. Ability to analyze complex economic trends and their impact on organizational strategy.
Solutions Focused
1. Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.
2. While remaining guided by organisational values, identifies optimal solutions, thinking first in terms of possible approaches and flexibilities in the system vs. blind adherence to rules or procedures.
3. Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.
Planning and Organising
1. Coaches others on advanced planning and organising skills.
2. Plays a role in transferring advanced planning and organising skills and knowledge to others.
3. Identifies and acts on opportunities to partner with other units in the department to achieve desired results.
4. Develops partnership agreements that ensure win-win outcomes for all parties. Develops integrated plans for the work unit and others that interfaces with the function’s budget.
5. Uses effectively advance time management processes to deal with high workload and tight deadlines.
6. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources.
7. Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and re-planning
Detailed Oriented
1. Quickly identifies relevant and irrelevant information to support accurate decision making.
2. Maps out all the logistics and details of a situation to ensure smooth and flawless implementation.
3. Consistently identifies all relevant details that are not obvious in complex situations.
4. Requires the highest standards for accuracy and quality for their work.
REQUIRED PERSONAL ATTRIBUTES
Reporting & Communication
1. Designs, reviews and improves reporting processes and provides guidance.
2. Leads production of complex environment reports, takes an editorial role, determines content and level of detail, and ensures consistent messaging and branding.
3. Is relied on by others to help them write complex technical and non-technical documents and briefs.
4. Can determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals.
5. Coaches others and transfers communication skills and knowledge to others.
6. Able to communicate complex problems or concepts, by making them simple and understandable for others.
7. Adapts language to the level of the audience in order to ensure that the message has a positive impact and is interesting to the audience.
8. Is articulate, demonstrates a wide range of vocabulary, and is confident when talking to large/high level audiences.
Presentation Skills
1. Knows how to deliver arguments persuasively by employing a range of advanced presentation techniques (e.g. the appropriate use of body language, how to close a presentation so that the audience continues to think about the subject matter etc.).
2. Has knowledge of various feedback mechanisms to check levels of audience understanding.
Computer Skills
1. Consistently uses relevant office software products such as Microsoft Word, Microsoft Projects, Excel, PowerPoint presentations and email packages to an acceptable standard for the job.
2. Has the ability to use standard and/or programme-specific the organisation databases, and merge / import data from one program to another.
3. Adapts method of working to accommodate changes in the technological developments.
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