Head: Remuneration and Employee Wellness JG14

SBV Services

Gauteng, South Africa

Permanent

Aug 2

SBV Seeks a Head of Remuneration and Employee Wellness who will be responsible to design and implement all strategies linked to a fair and attractive remuneration and wellness. Instil an Employee Value Proposition that firmly positions SBV as a responsible, competitive Employer of Choice. This role is also responsible to manage and deliver on HR projects linked to acquisitions, separations and remuneration.Manage the HR due diligence process relating to Joint Ventures, mergers and acquisitions, new business (national and international)Manage and deliver the due diligence information relating to all HR matters in order for SBV to make sound business decisions relating to HR matters.Identify potential HR related risks and make recommendation in terms of mitigating risks.Make recommendations relating to conditions of service, policies and procedures, salaries and benefits.Create and manage internal HR checkpoints with other HR Managers to ensure understanding and high HR Service delivery throughout SBVCoordinates look-see visits for South African candidates whom we intend to relocate but who may not be expatriates.Liaises with Risk & Compliance Department on any expatriate security related issuesLiaises with country HR as well as the payroll department, resourcing, external service providers and payroll department to ensure an effective Global HR Services.Coordinate international assignments process from start to endProvides support for International initiatives.Manage the Global Mobility programmeResponsible to establish, implement and review the Policy Design for SBVs Global Mobility ProgrammeWork with different entities / stakeholders in managing and resolving escalated and challenging technical and/or management issues related to the global mobility program.Make the link between organizational strategy and priorities and policies and practices in Global Mobility. Regularly benchmark policies as required and liaise with internal and external stakeholders to ensure ongoing relevance and link to business needs.Source and place the most suitable candidates within the parameters of the inherent requirements of the job and as per process Monitor, review and implement globally consistent best-in-class Global Mobility policies, processes and organizational models for the Group within financial constraints. Coordinate and monitor Global Mobility policy suite, to ensure consistent interpretation and application of policyOwns and manages the global mobility process and supports and partners with HR business partners and line management in providing a professional, compliant mobility advisory and support service. This requires liaison with country HR and all international HR offices as well as payroll, resourcing, Corporate Health and external service providers where services are outsourced. This also involves understanding demand, supporting selection of candidates, discussing salary conditions and defining Assignment Letters.Integrate Global Mobility to Talent management to ensure long-term benefits for the firm. Leads the international relocation process by providing SME guidance to stakeholders Provides guidance to management and HR on mobility matters by analyzing circumstances to determine best course of action within policy, tax and immigration guidelines and rules Arbitrates mobility and global mobility related problems/issues raised by direct reports, employees or management by developing and implementing best course of action that supports the Company's interests Develop and implement relevant MIS in respect of assignees (both inbound and outbound) and communicate this regularly as required.Maintain knowledge about best practices and assess company organization, policies and practices in global mobility against the external market. Participate in external conferences, seminars, and special interest groups and/or surveys as relevant.Sustainability of the organisation through driving continuous improvement and efficiency programmes of work Lead the Remuneration and Wellness Strategy on behalf of SBVReview and enhance the Remuneration philosophy of SBV blending SBV context, new ways of work and best practice.Lead strategies for the design and development of new age Short term and Long-term incentives that will generate meaningful outcomes for employees and SBVLead strategies for the design and development of Employee Wellness Programmes that enhance the mental wellness, physical wellness and financial understanding of SBV EmployeesParticipate in the HR Strategy design for SBV to ensure alignment across HR in support of delivering SBVs strategic intentLead the strategic supplier relationships with providers linked to Employee Remuneration ensuring the best value for SBV and its employeesRemuneration & Benefits Strategy Management and ReviewResponsible to draft salary mandate submissions to Remco and the Board for remuneration and related issues taking into account ways to balance costs with employee needs.Provide SME Consultant and guidelines to executives and management in respect of the methodology to adopt in respect of the implementation of the annual salary review e.g. distribution of funds (taking into consideration internal equities, performance ratings, internal and external equities, market supply and demand of skills etc.) and seeks approval for implementation of recommendations.Provide technical SME support in wage negotiations and costing models.Advise key stakeholders of approved mandate and provide them with guidelines outlining the methodology to be adopted in respect of the funds allocated for increases and ensures that salary increases are contained within budget constraints and within guidelines.Responsible to calculate salary increases based on approved mandate and settlement agreement with the Union.Provide payroll with new salary information for processing as per agreed timelinesProvide HR Operations with the necessary information and guidance in order to execute all required changes linked to Remuneration. Update all relevant policies and procedures that are affected by the approved salary mandate.Drive the managers increases process from start to end. This includes salary increase recommendations, consulting with executives in terms of increase allocations, implementation of increases. Design, develop, review, implement and monitor innovative incentive schemes to reward performance aligned to business objectives.Manage the various STI Schemes and processes. This involves compiling schedules, calculating bonuses within policy guidelines, consulting with and guiding management / Executives with regards to the STI policy application, fair and equitable bonus allocationsManage the Managers LTI scheme, obtaining the required approvals and authorisationsAdvise Stratco and Remco in terms of remuneration best practicesAnalyse, research, develop, propose, implement and manage a Total Rewards framework, strategies, philosophy, policies, procedures and salary and benefit structures that are competitive, and which are aligned to SBVs objective, taking cognisance of operational dynamics and need. Ensure integration with the broader HR value chain and enhances the Employee Value Proposition. Monitor and align the remuneration and recognition program/strategy in respect of design or structural changes due to business restructure or needs.Develop, implement and review an on-line remuneration and benefits costing tool for business case purposes.Interprets HR & benefit policies and procedures and provide guidance in the interpretation and consequent administrative procedures.Work with the Change Management teams to develop and implement appropriate change management interventions for implementation of new products, practices, systems, processes and policies.Responsible to design a wellness Employee Value Proposition to ensure mental and physical resilience that adds to the Total Reward Framework.Partner with the Employee Benefits Manager to finalize and implement new Wellness Initiatives Follow Project methodology and governance in terms of conceptualising, implementing and tracking internal HR projects.Custodian of the Job Evaluation and Grading within SBVResponsible for effective and accurate job evaluation and grading practices, utilising the appropriate grading methodology.Responsible to review and propose new grading methodologies to Executives in alignment with Business Direction and competitiveness in a global marketBe the custodian of the SBV Evaluation and Remuneration Principles and methodsEnsure the fair and equitable remuneration of employees. Responsible to educate HR Consultants in terms of Job evaluation practices, terminology and process to ensure understanding and the correct interpretations within SBVConduct job analysis and profiling as and when required Establish a long-term viable job evaluation committee within SBVProactively identifies and analyses the needs of the business by conducting research into remuneration trends and best practicesMatch job profiles to salary survey job titles/descriptions and Inputs data to salary survey providerUtilise salary survey data to determine the remuneration position of the company relative to the market and makes recommendations taking into consideration the relativities of salaries (internal and external relativities).Conduct organisational specific salary and benefits surveys, give input to external salary surveys for benchmarking purposes and make applicable recommendations to Executives. Manage the Global Mobility programmeContribute research, analysis and ideas to HR strategy in order to ensure that initiatives are appropriately integrated and aligned with strategic and business goals.Work with teams across SBV to support a programme of continuous organisational performance improvement which helps SBV and specifically HR achieve its ambition of becoming a high performing department and organisation.Research, test and implement enhanced HR analytics in order for HR to align reporting needs to international best practice and Business RequirementsEvaluate and re-design Remuneration & Wellness processes (in conjunction with project team) to enhance service offerings of HRRisk ManagementAssesses risks associated with various initiatives/projects and suggests and implements actions to manage any negative impacts Implement a BCM plan and disaster recovery process for Remuneration & Wellness to ensure availability, integrity, security and confidentialityInstitute Governance, ensuring the minimum standards / guidelines / policies and SOPs are in place and reviewed accordinglyDrive risk management and compliance with all necessary rules & regulations provided by legislation and company standardsResponsible to audit HR value chain processes and procedures against best practice and legislative requirements from a Remuneration perspective; highlighting non-compliance and makes recommendations for improvement. This could include but not limited to:oAd hoc Kronos payrule checksoSpecial Allowances and premiumsoJob titles and GradesFinancial Performance ManagementOwnership for the tracking and management of Remuneration related expensesProvide accurate financial information and forecasting for trade review and upon requestTrack adherence to budgeting, inclusive of the identification of cost efficiencies and financial performance measurements Drive the organisation cultureDrive Transformation and BBB-EE initiatives to ensure sustainable alignment to the company scorecardProvide leadership to employees within the organisation, creating a winning culture and high moraleInitiate and lead a culture of performance driven output through shared purpose vision and valuesPeople ManagementProvide leadership to a team of professionals by:oEnabling and encouraging high levels of achievement by employees, matching workloads to talents and capabilities.oMonitoring work and challenging under performance by providing regular support, coaching and training as needed.oDevelop the talent of the people, both in hard and in soft skills. Coaching them in their leadership skills and/or immerse them in situations that will enhance the skillsetoCreating and maintaining a professional culture within the team, where individuals take ownership and are fastidious and proud of delivering excellence and quality

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