24 Benefits Specialist jobs in South Africa

Job Title: Corporate Employee Benefits Specialist

Location: Claremont, Cape Town

Department: Group Sales

Type: Full-time

What They Offer

Salary:
● Base salary: R16,000 – R20,000 (depending on experience)
● Underpin of R3,000 – R6,000 for the first 3 months
● Uncapped commission structure (based on sales performance)

Benefits:
● Life insurance
● Disability cover
● Family funeral cover
● Employee wellness programme

Leave:
● 20 days annual leave
● Maternity, paternity, and study leave

About the Company
Our client is a disruptive digital life insurance company on a mission to secure the financial futures of millions of South Africans. They offer flexible, great-value life insurance products that are simple, accessible, and backed by powerful technology.

About the Role
We are seeking an articulate, polished, and high-performing Employee Benefits Specialist to drive sales of group life, disability, and funeral cover to companies with 40+ employees. This is a client-facing, sales-driven role focused on mid-to-large employers in Cape Town with a preference for young, energetic Afrikaans-speaking candidates who thrive in fast-paced, flexible, and entrepreneurial environments.

Responsibilities
● Sales Execution: Target companies with 40+ staff and tailor consultative presentations to decision-makers
● Lead Generation: Identify and qualify prospects through networking, LinkedIn, referrals, and events
● Relationship Management: Build and manage relationships with business owners, HR teams, and key stakeholders
● Product Knowledge: Confidently present and explain group cover benefits (life, disability, funeral) with clarity and professionalism
● Onboarding Support: Ensure smooth handover and coordination with internal teams for client implementation
● Performance Targets: Work towards achieving high-premium client acquisition (R10,000+ per group) and sustained policy retention

Requirements
● Experience in group insurance/employee benefits sales
● Afrikaans speaking (ESSENTIAL )
● Own car and mobile phone (expenses claimable monthly)
● Resilient, target-driven, and professional
● RE5 (preferred; strong advantage)
● Financial planning or related degree/qualification
● Polished, presentable, confident communicator

Nice-to-Haves:
● Previous experience working with municipalities, factories, or large-scale employers
● Familiarity with stop-order processes and the PERSAL system
● Able to manage long lead times and cultivate strategic relationships

Why Join This Team?
● Young, dynamic leadership team
● Flexible, entrepreneurial, and family-oriented
● Fast-paced environment where culture fit and energy are key

Vacancies
Reward and Benefits Specialist - Permanent 19 June 2025

POSITION: Reward and Benefits Specialist INDUSTRY: Industrial Equipment SALARIES: Up to R1mil p/a AREA: Gauteng
SEND:
Responsibilities: •Develop a remuneration and benefit policy, aligned to the business strategy •Review benefit schemes annually and implement new schemes •Develop appropriate communication plans on Remuneration and Benefits practices •Ensure King compliance and reporting of non-compliance •Ensure all tax and legal compliance regarding remuneration practices in South Africa •Undertake specific reward-related projects •Conduct Equal Pay for equal work audit and corrective plans •Provide technical assistance and query resolution on all reward systems questions
Qualifications & Experience required: •Matric •BCom in Human Resource Management •Minimum of 8 years’ experience in Human Resources
If you do not hear from us within 3 weeks, consider your application unsuccessful

Join to apply for the REMUNERATION AND BENEFITS SPECIALIST role at Isanti Glass

Join to apply for the REMUNERATION AND BENEFITS SPECIALIST role at Isanti Glass

Closing on: Aug 20, 2025

Job Category: HR

Job Type: Full Time

Job Location: Germiston

Job Requirements: Degree

JOB TITLE: REMUNERATION AND BENEFITS SPECIALIST

GRADE: PE08

Purpose Of The Role

The Remuneration & Benefits Specialist is responsible for designing, implementing, maintaining, and reviewing Isanti Glass’ remuneration, benefits, and reward frameworks to ensure competitiveness, compliance, and alignment with the company’s business strategy. The role ensures fair and equitable pay structures, optimises employee value propositions, and supports retention and performance with diverse occupational levels and unionised operations. The incumbent will leverage data-driven insights to guide remuneration decisions, contribute to bargaining processes, and ensure that all practices align with EE requirements, statutory legislation, and global best practices in compensation and benefits.

Key Responsibilities

• Payroll Processing & Administration
• Accurately process monthly payroll for all employee categories, including shift workers, salaried staff, and executives.
• Capture and verify all payroll inputs (new hires, terminations, overtime, shift allowances, deductions, bonuses, and leave administration).
• Ensure timely and accurate salary payments to employees in line with agreed pay dates.
  
  

• Statutory Compliance
• Calculate and submit all statutory deductions, including PAYE, UIF, and SDL, in compliance with the Income Tax Act and Unemployment Insurance Act.
• Administer retirement fund and medical aid contributions, ensuring accurate deductions and timely payments to providers.
• Prepare and submit EMP201, EMP501, and other SARS-related reconciliations and returns within prescribed deadlines.
  
  

• Benefits & Leave Administration
• Coordinate payroll-related benefits (group life, disability, medical aid, and retirement fund).
• Administer leave in accordance with the Basic Conditions of Employment Act (BCEA) and company policy.
• Reconcile leave balances and resolve any discrepancies with line managers and employees.
  
  

• Remuneration Strategy & Policy
• Develop and maintain remuneration and benefits policies aligned to Isanti’s objectives, market benchmarks, and legislative requirements.
  
  

• Conduct annual remuneration reviews, job grading, and salary structure adjustments to maintain internal equity and external competitiveness.
• Advise management on pay practices that attract, retain, and motivate employees, while controlling labour cost inflation.
  
  

• Job Evaluation & Grading
• Administer and maintain job evaluation systems through Peromnes grading methodology.
• Ensure job profiles are accurate, updated, and aligned with Isanti Glass structures and business needs.
• Conduct internal equity analysis to identify pay gaps and support pay parity initiatives.
  
  

• Benefits Administration
• Oversee employee benefits programs (medical aid, retirement funds, group life, disability, etc.), ensuring cost efficiency, compliance, and employee awareness.
• Negotiate with benefit providers to secure optimal terms for the company and employees.
• Manage leave administration policies and advise on improvements to reduce absenteeism and associated costs.
  
  

• Reward & Recognition
• Support the design, administration, and governance of short-term and long-term incentive schemes.
• Monitor incentive effectiveness, fairness, and ROI, making recommendations for adjustments.
• Partner with business to implement recognition initiatives that strengthen engagement and performance culture.
  
  

• Data, Analytics & Reporting
• Conduct salary benchmarking using reputable market surveys.
• Produce regular remuneration analytics and dashboards for Exco, HR, and line management.
• Monitor wage-to-revenue ratios and overtime/shift cost trends to support operational efficiency.
  
  

• Compliance & Governance
• Ensure all remuneration and benefits practices comply with:
• Basic Conditions of Employment Act (BCEA)
• Labour Relations Act (LRA)
• Employment Equity Act (EEA)
• Income Tax Act (PAYE, fringe benefits taxation)
• Pension Funds Act
• BBBEE Codes of Good Practice
• Support Employment Equity remuneration gap reporting and corrective action plans.
• Participate in audit processes for remuneration and benefits governance.

• Stakeholder Engagement
• Support wage negotiations and provide data for bargaining council processes.
• Serve as a key advisor to managers and HR colleagues on pay-related matters.
• Provide clear communication to employees about their total reward package.
  

• Technical:
• Advanced Excel and HRIS/Payroll systems (e.g. Sage, JDE or similar).
• Strong analytical, statistical, and financial acumen.
• Knowledge of tax implications on benefits.
• Behavioural:
• High attention to detail and accuracy.
• Strong interpersonal and stakeholder management skills.
• Ability to handle sensitive pay information with confidentiality and integrity.
• Problem-solving and negotiation skills.
  

• Bachelor’s Degree in Human Resources, Industrial Psychology.
• Certified Payroll Professional (CPP), South African Payroll Association (SAPA) certification, or equivalent payroll qualification.
• Postgraduate qualification in Reward Management or Compensation & Benefits (advantageous).
• Professional registration with SABPP or Reward Association of South Africa (advantageous).
  
  

• 5+ years’ experience in remuneration and benefits in a manufacturing or industrial environment.
• Demonstrated experience with job evaluation and grading methodologies.
• Exposure to unionised environments and collective bargaining processes.
• Proven track record in designing and implementing incentive schemes.
  
  

• Consideration will be given to Isanti Glass’ Employment Equity targets.
• Appointment is subject to qualifications and integrity checks.
• If you do not hear from us a month after the closing date, please assume your application was unsuccessful.

• Seniority level Entry level

• Employment type Full-time

• Job function Human Resources
• Industries Manufacturing

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Details

Closing Date: 2025/04/02

Reference Number: DBS250317-1

Job Title: Senior Remuneration and Benefits Specialist

The Senior Remuneration & Benefits Specialist is responsible for developing and implementing remuneration and benefit programmes/solutions for the DBSA and Agencies. This position will also participate in the design and deployment of broader Human Capital projects in terms of the alignment to Remuneration & Benefits.

Key Responsibilities

1. A. Strategic
2. 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.
3. 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).
4. 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.
5. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits.
6. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division.
7. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits.
8. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward.
9. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials.
10. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function.
11. 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.
12. 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.
13. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits.
14. Participate and contribute to budget construction and control during the year, perform different simulations for people costs.
15. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders.
16. Perform other Human Capital duties as assigned.
17. B. Benchmarks, Analytics & Insights
18. 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.
19. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation.
20. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities.
21. C. Governance, Risk and Compliance
22. 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.
23. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date.
24. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders.
25. Identify, assess and mitigate for potential reward-related risks.
26. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls.
27. Support the Division with audit actions and risk assurance exercises as required.
28. D. Key Measurements of Outputs
29. Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures.
30. Quality job profiles and alignment to business requirements.
31. Quality of proposals, documents, presentations and reports.
32. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support.
33. Clean audit in respect of Remuneration and Benefits.

Key Internal Liaison Relationships:

• GE: Human Capital
• Heads: Human Capital
• Human Capital Team
• Audit
• CEO & Group Executives
• Finance Team
• Strategy Team
• DBSA employees

Key External Liaison Relationships:

• External Service Providers
• State Owned Enterprises
• External Stakeholders

Qualifications and Experience:

Minimum Requirements:

• Minimum qualification: a degree in Business, Finance, Human Resources or related field.
• Proven 7 - 10 years’ work experience in Remuneration & Benefits Management at a senior specialist level.
• 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).
• Proven experience in organisational design, job analysis, job evaluation and grading (e.g., Hay, Paterson etc).
• Experience with preparation and participation in Remuneration Committees.
• Experience in supply chain management processes (preparing project tender documents, etc.)
• Demonstrated knowledge and use of project methodology such as PMBOK, Prince or similar.
• Demonstrable ability to use of the Microsoft Office at an expert level (MS Projects, Excel, PowerPoint, Word & MS Outlook).
• Strong data and analytics and modelling capabilities.
• Good understanding of payroll and PAYE.
• Recognised ability to design and implement short- and long-term incentive schemes.
• Good knowledge of SOE remuneration practices.
• Good understanding of the Basic Conditions of Employment Act, Labour Relations Act, Equal Pay for Equal Work, King IV, Tax Act, etc.
• Proven track record of preparing project/programme progress reports and presentations for various stakeholders (Unit, Divisions, Steering Committees, Exco and Board).

Desirable:

• Global Remuneration (GRP) certificate
• Ability to use HC SAP

Technical Competencies:

1. 2.1. Business Acumen
2. 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.
3. Understands the projected direction of the industry and how changes might impact the organisation.
4. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations.
5. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives.
6. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives.
7. 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.

2.2. 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 successful.
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.

2.2 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 analyse complex economic trends and their impact on organisational strategy.

2.3 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.

2.4 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.

2.5 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.
5. Establishes processes to ensure accuracy and quality of services delivered by the team.

2.6 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.

2.7 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.

2.8 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.

Required Personal Attributes

Behavioural Competencies:

1. 3.1 Customer Service Orientation
2. Tries to understand the underlying needs of customers and matches these needs to available or customized products and services.
3. Adapts processes and procedures to meet ongoing customer needs.
4. Utilises the feedback received by customers, in order to develop new and/or improve existing services/products that relate to their ongoing needs.
5. Thinks of new ways to align offerings with future customer needs.

3.2 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 plans of time to manage emotions or stress.

3.3 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.

3.4 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.

3.5 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.

The Development Bank of Southern Africa will endeavor to make appointments in line with its Employment Equity Policy and Plan. Applications from suitably qualified designated groups, especially people with disabilities, are encouraged.

The DBSA corporate culture fit requires clear, logical and analytical thinking grounded in good interpersonal skills, a sense of urgency and results-oriented execution of duties. The ability to work collaboratively and find practical yet innovative solutions is critical to success in a work environment that demands emotional resilience, accountability and responsible risk-taking and management.

The DBSA reserves the right to amend or remove vacancies in line with organisational requirements.

All vacancies can be viewed on the DBSA website ( under Careers.

Kindly note that this position is based in The Middle East, relocation, accommodation and additional expatriate benefits apply!

Role Overview:
This role is responsible for managing payroll processing, benefits administration, and compensation structures while ensuring full compliance with labor and tax laws. It ensures employee satisfaction through accurate and timely compensation while supporting total rewards strategies.

Key Responsibilities:

• Administer monthly payroll cycles, benefits, and end-of-service calculations.

• Maintain employee compensation records and process salary changes.

• Support annual salary reviews and benchmarking exercises.

• Ensure tax compliance and reporting accuracy.

• Liaise with finance and external service providers on payroll matters.

Qualifications:

• Bachelor’s degree in Finance, HR, or Accounting.

• 4+ years’ experience in payroll and compensation management.

• Proficient in payroll software (e.g., SAP, Oracle, SAGE, or local GCC systems).

• Solid understanding of GCC payroll legislation and South African payroll models.

Preferred:

• IPM or GRP Certification.

• Experience working with both local and expat payrolls in the Middle East.

Please note that this position is based in The Middle East, relocation, accommodation and additional expatriate benefits apply!

Role Overview:
This role is responsible for managing payroll processing, benefits administration, and compensation structures while ensuring full compliance with labor and tax laws. It ensures employee satisfaction through accurate and timely compensation while supporting total rewards strategies.

Key Responsibilities:

• Administer monthly payroll cycles, benefits, and end-of-service calculations.

• Maintain employee compensation records and process salary changes.

• Support annual salary reviews and benchmarking exercises.

• Ensure tax compliance and reporting accuracy.

• Liaise with finance and external service providers on payroll matters.

Qualifications:

• Bachelor’s degree in Finance, HR, or Accounting.

• 4+ years’ experience in payroll and compensation management.

• Proficient in payroll software (e.g., SAP, Oracle, SAGE, or local GCC systems).

• Solid understanding of GCC payroll legislation and South African payroll models.

Preferred:

• IPM or GRP Certification.

• Experience working with both local and expat payrolls in the Middle East.

• Cluster: Personal and Private Banking | Private and Wealth | Investments
• Please Note: Preference will be given to applicants from Underrepresented Groups

To oversee and provide support with regards to the products and platforms that are covered in the Product Houseview.

• Conduct initial and ongoing product and platform due diligence.
• Reporting on product and platform penetration, sales, performance, trends and forecasts.
• Product training and support to the business, including induction, provider training and ongoing awareness.
• Ongoing competitor analysis and market insights to ensure that there are no gaps in our approved product offering, and that our houseview is comprehensive compared to market.
• Maintain approved funds and solutions on approved platforms
• Maintain the product specific training platform and ensure that content gets reviewed, updated and approved on a regular basis.
• Provide frontline support with product comparison, appropriateness of products, deal-making and structuring.
• Build and maintain relationships with frontline, product providers and platforms.

• B.Degree in Commerce / Financial Planning
• Postgraduate Diploma in Financial Planning

CFP Certification

3 - 5 years relevant experience supporting advisors and financial planners with product support in the areas of Employee Benefits and Umbrella Funds. Including but are not limited to Group RAs, Long-Term insurance products and other group retirement offerings.

• Communication Strategies
• Data analysis
• Industry trends
• Principles of financial management
• Relevant regulatory knowledge
• Decision-making process
• Cluster Specific Operational Knowledge
• Governance, risk and controls
• Customer Focus
• Decision Making
• Facilitating Change
• Initiating Action
• Technical/Professional Knowledge and Skills

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For assistance please contact the Nedbank Recruiting Team at +27 860 555 566

Applications are invited for the position of Remuneration and Benefits Specialist (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head Remuneration and Benefits.

Purpose: To contribute to the development and implementation of the total reward strategy as well as the fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation.

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.

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.

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.

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 others.

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 for 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.

• 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 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).

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998 are encouraged to apply.

People with disabilities are encouraged to apply.

Applications are invited for the position of Remuneration and Benefits Specialist (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head Remuneration and Benefits.

Purpose: To contribute to the development and implementation of the total reward strategy as well as the fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation.

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.

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.

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.

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 others.

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 for 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.

• 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 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).

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998 are encouraged to apply.

People with disabilities are encouraged to apply.