49 Benefits jobs in Johannesburg

Payroll, Compensation & Benefits Manager

Join to apply for the Payroll, Compensation & Benefits Manager role at TotalEnergies

Payroll, Compensation & Benefits Manager

Join to apply for the Payroll, Compensation & Benefits Manager role at TotalEnergies

Get AI-powered advice on this job and more exclusive features.

Contexte et environnement

Contexte et environnement

Culture : To move from a passive administrative function to one that is proactive and desirous for continuous improvement and exceptional customer service delivery across the board.

Legal: The tax legislation is evolving, and changes are frequent and the need to comply remain a major challenge

Activités

As a Payroll, Compensation and Benefits Manager, you would be responsibile for the following:

Payroll and HR Administration processing and administration

• To manage end to end payroll processing (SAP) and administration ensuring accuracy, consistency and efficiency for South Africa, Namibia and Swaziland which includes update/changes of earning deductions company contribution and FBT during on boarding employee life cycle and off boarding.
• To manage exception reporting based on variance methodology to ensure that all changes have been approved and validated
• To manage cash management for all payroll payments
• To manage final sign off of monthly audit files as per items noted on the checklist
• To manage statutory and benefit contributions and ensure that the payments and schedules are submitted as per SLA and legislation
• To manage annual and bi-annual statutory reconciliation as prescribed by SARS (easyFile, efiling, Ufile), SRA, NLR and BURS
• To manage annual, monthly and daily payroll calendar deadlines and ensure that all deadlines are met
• To manage compliancy which relates to Company Policies and Procedures
• To manage internal communication processes with employees, clients and business units
• To ensure that payroll records are maintained with the highest levels of confidentiality and integrity both hard copy and soft copy Collaborate effectively with recruitment to ensure receipt of all source documents relating to employee life cycle is timely and within deadlines.
• To manage annual increases and bonuses, including payroll configuration, communication with employees and business
• To manage weekly and monthly payroll control account clearance in conjunction with Finance
• To manage journal entries for all GL matters
• To manage all Global and expatriation report requests Share Administration Disability and Risk administration ( GLA, PHI and dread disease)
• To manage master data accuracy both on SAP and Personnel files Record Retention as per company policy as well as in country legislation
• To manage all working documents for payroll processes and update as required
• To manage audit readiness on a monthly basis
  
  
  

Compensation And Benefits

• To design, develop, implement and manage salary, bonus and benefits packages for the employees
• To evaluate and modify existing compensation and benefits programs, policies, and procedures
• To ensure all programs, policies, and procedures comply with current legislation.
• To manage subordinate HR employees and daily operations related to compensation and benefits activities
  
  
  

Customer Service

• To review processes, identify areas of improvement and recommend changes that will increase accuracy and efficiency
• To seek to improve operations, and decrease turnaround times, to enhance customer service.
• To measure the cycle time it takes to resolve payroll problems and respond to queries.
• To carry out customer satisfaction surveys to measure service delivery
  
  
  

People Management

• To manage the division and carry out all people management activities
  
  
  

Profil du candidat

As a Payroll, Compensation and Benefits Manager, you would possess the following skills and experience:

• Relevant tertiary degree
• 10+ years business related experience.
• At least 5 years should be management experience especially working with others across business streams
• Extensive knowledge of benefits and compensation programs, policies, procedures, and applicable legislation
• Certification as a payroll practitioner/ rewards specialist would be preferred.
• Experience and advanced knowledge of SAP payroll system.
• Thorough knowledge of payroll principles, practices, regulations, policies and procedures as well as relevant legislation for South Africa, Swaziland and Namibia.
  
  
  

Key competencies: The ability to exercise an exceptional focus to detail and still expedite processes to meet deadlines, ability to show and practice a high level of confidentiality and trustworthiness, good analytical and problem solving, good interpersonal, communication skills and an ability to collaborate with others to achieve desired business results, ability to identify and resolve conflict and problems, a high orientation towards customer service.

Informations supplémentaires

TotalEnergies valorise la diversité, promeut le développement individuel et offre des opportunités d'emploi égales à tous les candidats.

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Oil and Gas

Referrals increase your chances of interviewing at TotalEnergies by 2x

Get notified about new Compensation Benefits Manager jobs in City of Johannesburg, Gauteng, South Africa .

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 2 months ago

Senior Manager: Human Resources – DataCo

City of Johannesburg, Gauteng, South Africa 6 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 6 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 3 weeks ago

Johannesburg, Gauteng, South Africa 1 week ago

HR Manager (Generalist) (Pathology / Laboratory / Medical )

Johannesburg, Gauteng, South Africa 1 week ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

#J-18808-Ljbffr

Position summary

Industry: Scientific, Research & Development

Job category: HR Administration

Location: Randburg

Contract: Permanent

Remuneration: Market Related

EE position: Yes

Introduction

Mintek has an exciting career opportunity for an HR Administrator: Remuneration & Benefits. The successful candidate will be responsible for administering employee information processing through creation, maintaining, updating, and retention of employee information /files both manually and electronically. Ensuring 100% data integrity, whilst adhering to policies, procedures and legislation framework. All suitably qualified and experienced candidates are invited to apply.

Operations

Data Integrity Project

• Maintain the employee master data, throughout the employee life cycle from joining to leaving, while adhering to the relevant policies, procedures and relevant legislation.
• HR Information System updates- Employee on-boarding, promotions, transfers, contract renewals, terminations, changes in conditions of employment, leave administration.
• Document processing, data capturing, and filing to ensure we record all employee transactions.
• Improve administrative procedures and documentation (contribute to the improvement of internal systems and procedures, other input towards payroll calendar management).
• Assist with time, attendance and leave administration requirements.
• Ensure employee data complies with reporting requirements, such as EE/ BEE/ DoL, Remuneration Analysis.
• Maintain a meticulous and updated employee filing system for all employee movements.

Benefits Administration Processes

• Work in collaboration with benefit administration consultants to ensure that the company and employees are well advised on legislation developments pertaining to pension, medical and risk benefits matters.
• Ensure that employees have access to, and receive Employee Benefits Advisory Services.
• Administer benefit claims as per policies and regulations.
• Update employee files with the latest beneficiary information ( manually and electronically).

Governance and Risk

• Ensure compliance with the internal audit requirements of the organisation.
• Ensure compliance with the policies and procedures in order that the division gets clean audits.
• System compliance with data security and privacy requirements – POPI ACT.

Legislative Requirements

• Interpret and apply statutory regulations and maintain HRIS system data changes (Employment Equity, Management Control –BEE Act, Basic Conditions of Employment etc.).
• Advice and guide managers and staff on company policies relating to conditions of employment when necessary such as leave administration, time management, overtime administration, pension fund, medical aid, risk benefits, and related claims etc.
• Maintains compliance with all the relevant employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance (employee life cycle –data management).
• Maintaining the integrity of Employment Equity Reports – and assist with Statistical Equity Reporting & BEE Reporting.
• Facilitate audits/verifications by providing records and documentation to auditors/ BEE /DoL/verification officersKeep files/documents - injury on duty claims and relevant documentation submitted to the Compensation Commissioner by SHEQ and Occupational Health.

Reporting

• Assist the various departments with aggregated and analysed data / reports according to stakeholder specific requirements, adhoc reports, monthly, quarterly and annually.
• Develop and maintain ad hocs reports to provide HR and other stakeholders with timely and accurate data.
• Report on Absenteeism, Sick Leave ( moved to Information Systems).
• Report on Employee Movements – Terminations, Hires, Movements and other relevant changes.
• Provide regulatory reports BEE, EE, and Remuneration Analysis, Leave Management.

People Development

• Contribute towards guiding, coaching and mentoring the interns in the department.

CUSTOMER SERVICE:

Provide Support Services

• Assisting staff with Employee Information related queries.
• Providing Support with Employee Self Service Portal (ESS), and Manager Self Service Portal (MSS)
• Providing information for monthly, quarterly and yearly statistics for various stakeholder reporting requirements
• Efficient processing of benefits during on -boarding, information updates, and withdrawals for pension fund, medical aid, death and disability claims, etc.
• Conduct monthly/ quarterly induction presentations for new employees.
• Coordinate onsite presentations for medical aid, risk benefits, financial planning, etc.

Processes

• Ensures implementation of Mintek policies and procedures regarding absenteeism. Monitors trends on absenteeism through utilising the HR systems (PaySpace, IFS and T&A) and forwards reports to managers and supervisors for follow up and action.

Administration

• Maintains employee master data, throughout the employee life cycle from joining to leaving, while adhering to the relevant policies, procedures and relevant legislation.
• Ensures HR admin deadlines related to employee hire, termination and movements are met at all times
• Inputs of employee related data into HRIS (PaySpace, IFS and T&A), through verification, scrutinizing and ensuring pre-approval alignment to policies and procedures before capturing.
• Verifies and approves all HR administration data and supporting documentation received viz appointments, terminations, salary increases, promotions, leave, PAR, terminations etc and forwards to HR & Admin Systems Controller for processing (daily).
• Ensures readily and accessible electronic and manual HR records are maintained.
• Verifies and approves all HR administration data and supporting documentation received viz appointments, terminations, salary increases, promotions, leave, PAR, terminations etc and forwards to HR & Admin Systems Controller for processing (daily).
• Ensures that the asset register is signed and approved by the relevant stakeholders before employee termination is effected.
• Ensures document control and adherence to workflow processes.
• Updates HR admin control registers and files - submits input for approval and forwards to finance and payroll for processing.

Audit

• Interact with relevant HR section and Payroll to ensure clean audit process; ensures compliance to audit findings and corrections are actioned within stipulated timeframe.
• Support the internal and external auditors in verification of discrepancies and queries related to HR administration.

Business processes and workflow

• Assists in analysing HR business processes, workflow and documents accordingly.
• Give inputs into policies and procedures.

Filing

• Ensures an up-to-date and accurate filing system is maintained for HR admin at all times- both manually and electronically.
• Filing - ensures satisfactory filing and retrieving of documentation
• Filing - files all documents on personal files and ensures accurate and up-to-date information on personal files at all times.

Overtime

• Opens and closes overtime claim sheet for Division to complete and informs accordingly.
• Verifies overtime pre-authorised with actual claimed - notifies line managers, employee and HR Systems Controller if 40 hours are exceeded and if overtime was not pre-authorised.

Leave management

• Verify and audit maternity, sick, annual leave applications, cross checking with employment contracts, policies, and legislation.
• Controls and checks data for leave and sick leave; capitalisation of leave, unpaid leave, special leave etc and that these are accurately captured on system.
• Verifies leave input and requests - notifies line management and employee if not approved. Ensures availability and accrual of entitlements.

Policies and procedures

• Inputs towards updating of Policies and procedures - maintains and updates HR Administration according to policies and procedures updates utilising Ms Word, Excel in prescribed formats. Maintains and updates HR databases, Shared Drive accordingly. Liaises with the HR Multiple Disciplinary Teams to ensure annual revision.
• Participate in policy and procedure reviews.
• Conduct administrative functions and ensure up-to-date knowledge of the HR administration processes, as well as all conditions of service.

Queries and complaints management

• Handle employee queries and complaints regarding HR administration.

Reports

• Compile and submit HR admin reports - (monthly, quarterly).
• Draws relevant reports from HRIS (PaySpace, IFS and T&A) Reports - draws relevant reports from HRIS (PaySpace, IFS and T&A).

HRIS Systems

• Maintains master data (PaySpace, IFS and T&A).
• Processes hourly rates for contract/temporary/fixed term employees; ensures valid contract approval before processing.
• Completes return on attendance reports (weekly) and forwards to HR System Controller and Head: HR Administration, follows up on Divisions not returning weekly attendance reports.
• Runs attendance reports and forwards to Divisions (monthly).
• Verifies and processes attendance reports returned from Divisions (monthly), records findings and submits report to HR Systems Controller and informs Head: HR Shared Services if any discrepancies /anomalies, before forwarding to Payroll for processing.
• Verifies monthly interface file for payment - permanent and casuals. Verified information processed by Divisions. Clears all rejections and submits for approval before releasing to payroll for payment.

Education:

Minimum:

• B degree in Human Resources or relevant field.

Ideal:

• Practical Experience of Payroll Administration or Training in a Payroll Administration
• Certificate in Payroll Administration.

Experience:

• 3-5years' experience working with HR information systems & Payroll Inputs.
• In-depth knowledge of HR business processes.
• In-depth knowledge of Employee Master Data Administration, Remuneration and Benefits.

Training:

Minimum:

• Competent User of Pay Space, IFS, Time and Attendance, Intermediate Ms Office (importantly excel), HR, Leave,Payroll Information System modules.
• External Candidate - Payroll module, Employee Master Data module, Time & Attendance, Leave Administration, Excel.

Ideal:

• Functional reporting skills.

Legal:

Minimum:

• Basic Conditions of Employment, HR Policies and Procedures, Payroll and Leave Management, Time and Attendance, Labour Relations Act, BEE Act, POPI, Employment Equity Act, Skills Development Act.

Knowledge, Skills and Abilities:

• Ability to work with stake holders such as employees, divisions, management and the relevant external vendors.
• A high level of expertise and broad knowledge of labour/employment legislation.
• HR administration processes - knowledge, understanding and the ability to apply them in day-to-day activities.
• HR information systems - knowledge, understanding and the ability to apply them in day-to-day activities.
• HR policies and procedures - knowledge, understanding and the ability to apply them in day-to-day activities.
• HR workflow - knowledge, understanding and the ability to apply them in day-to-day activities.
• Managing self: accountability, accuracy and attention to detail, customer service orientation, deadline driven, self motivation, communicating information, showing resilience, upholding standards.
• Excellent analytical skills.
• A methodical, investigative and inquisitive mind and attention to detail.
• Good interpersonal and client-handling skills, with the ability to manage expectations and explain technical detail.
• Good presentations skill.
• Policy and process writing ability.

Competency Required:

• Strong analytical skills.
• Strong administrative efficiency
• Written and verbal communication skills.
• Flexibility.
• Initiative.
• Organised, thorough and systematic orientated
• Highly skilled in MS Office Packages ( excel, word, power point)
• Ability work under pressure
• Be able to work on deadlines
• Excellent interpersonal and communication skills
• A high level of accuracy and numerical skills
• A high service-orientation and enjoy working in a team
• Exceptional organisational skills and a high attention to detail
• Sound knowledge of payroll, employee administration, benefits and remuneration
• Functional Knowledge of systems ( HR, BEE Act , Employment Equity, Skills, Remuneration analysis, Basic Conditions of Employment, )

#J-18808-Ljbffr

The Compensation and Benefits Manager is responsible for overseeing the development, implementation, and administration of all compensation, benefits, and payroll programs for employees. This position will be reporting to the HC Executive. This position is graded as a Peromnes 05.

Key responsibilities include:

• Design and execute compensation strategies that attract and retain talent while ensuring internal equity and alignment with company objectives.
• Administer the implementation of performance-linked bonuses, long-term incentives, and other variable pay programs in compliance with South African labour laws and market practices.
• Manage and enhance the company’s benefits offerings, including medical aid, retirement plans, insurance, wellness programs, and other employee benefits in line with best practices
• Ensure that all compensation and benefits programs comply with South African regulations, including the Taxation Laws Amendment Act, the Medical Schemes Act, and the Employment Equity Act.
• Oversee the payroll system to ensure timely, accurate, and compliant payroll processing for all employees.
• Ensure the accuracy, confidentiality, and security of all compensation, benefits, and payroll data in HRIS systems, adhering to the Protection of Personal Information Act (POPIA).
• Responsible for the preparation of the remuneration report in the annual Integrated Report, from the initial draft, incorporating all inputs through to final published version, ensuring regulation compliance. Submit to Group Executive: for sign-off.
• Manage all contracts for expats on assignment, check all legal aspects, compliance and fit with the individual

The ideal candidate should possess the following:

• Appropriate 3-year HR/Finance Degree
• 8 - 10 years’ experience with exposure to Payroll management, HRIS and benefits management experience
• 3 - 5 years’ senior management experience
• Understanding of relevant legislative frameworks, (SA & Africa) includes tax, basic conditions of employment, employment equity
• Project Management Experience
• Experience in a manufacturing environment advantageous

#J-18808-Ljbffr

Introduction

Our client, a leading employee benefits solutions company within the financial services sector, is currently seeking to employ a Head of Administration to join their team based in Midrand, Johannesburg. This position reports directly into the COO of the business.

Main Purpose of role:

• To provide strategic direction and input regarding the administration of employee benefits in line with client needs and working closely with the Executives and IT to implement and drive strategic changes.
• Manage a large team of client services administrators for a portfolio of funds, as well as lead the team and manage workflow.
• The Head of Administration will direct, administer and coordinate the internal operational activities of the organization in accordance with policies, goals, and objectives established by the Chief Executive Officer and the Board of Directors. The Head of Administration will assist the CEO in the development of organizational policies and goals that cover operations, personnel, financial performance and growth of the functions and or business units mentioned above.

Duties & Responsibilities

STRATEGIC:

• Directs internal operations to achieve budgeted results and other financial criteria, and to preserve the capital funds invested in the enterprise.
• Participates in the development and preparation of short-term and long-range plans and budgets based upon broad organization goals and objectives.
• Recommends their adoption to the Chief Executive Officer.
• Directs the development and installation of procedures and controls, to promote communication and adequate information flow, and thereby solidify management control and direction of the enterprise.
• Develops and establishes operating policies consistent with the CEO’s broad policies and objectives and insures their adequate execution.
• Appraises and evaluates the results of overall operations regularly and systematically, and reports these results to the CEO.
• Ensures that all activities and operations are performed in compliance with local, state, and SARS regulations and laws governing business operations.
• Develops and maintains a sound plan of organization.
• Establishes policies to ensure adequate management development and to provide for capable management succession for those functions/business units falling under his/her responsibility.
• Directs the development and establishment of adequate and equitable personnel policies throughout the organization, including compensation policies and employee benefit plans.
• Ensures that the interests and welfare of employees as individuals are preserved and protected.

GENERAL MANAGEMENT:

• Managing overall administration team for the full function of employee benefits (contributions, claims, exits etc).
• Applying the rules, policies and administration procedures of different funds in accordance with the Company standard service level agreements.
• Organizing and managing administrators' activities when attending to members so that responses are delivered in a professional manner according to the requirements.
• Ensuring that monthly productivity targets are met.
• Monitoring performance and productivity standards and identifying areas of improvement/ Providing agents with feedback on productivity targets.
• Assisting in coaching, training and development of staff.
• Driving excellent service provision to contribute to the retention of clients which will result in attracting new business through proactive relationship management.
• Ensuring that responsible managers/team leaders are analyzing and investigating claims before the business can make a payment to the customer.
• Ensuring that company procedures are followed in the processing of claims and that benefits are paid to those who are eligible.
• Ensuring that payment of claims are on the basis contractual agreements between the business and the client.
• Checking and ensuring that thorough investigations have been conducted for finalization.
• Building and managing relationships with internal departments and clients.
• Ensuring that set targets are met on a daily and monthly basis.

RECORD KEEPING AND FILING:

• Ensure all documentation relating to umbrella funds are saved in the member profile on the system.
• Ensure appropriate notes are recorded in the member profile on the system.
• Full fund administration system filing.

REPORTING:

• Prepare, analyse and present ad hoc reports as and when requested.
• Prepare, analyse and present an accurate report for Trustees meetings.
• Have the ability to report at Trustee meetings.

QUERY RESOLUTION:

• Attend to queries or inquiries by members within the required timelines.
• Provide assistance to employers or service providers, where necessary.

RELATIONSHIP MANAGEMENT:

• Build and maintain positive relationships with all clients and service providers.
• Build and maintain supportive relationships with teams internally.
• Ensure that all communication sent internally and externally is dealt with professionally.

TIME MANAGEMENT:

• Meet production standards in terms of quantity and quality.
• Manage work outflow timeously.

Desired Experience & Qualification

• Relevant BCom, or Bachelor’s Degree, MBA Preferable.
• 10 years’ relevant experience in a similar position within the employee benefits/ retirement fund administration industry.
• Must have experience with reporting at trustee meetings.
• Intermediate - Advanced MS Excel skills.

Interested?

Suitable individuals are encouraged to send their updated CV to warren(at)kwena(dot)net for immediate consideration.

#J-18808-Ljbffr

Job Responsibilities

• Review and set-up of users online banking access.

• Checking and approving payments.

• Check that bank statements are updated, and bank reconciliations done accurately and on time.

• Cashflow management of funds and forecasting of cash requirements in line with the funds policy/ies.

• Oversee and enhance the relationship with the fund/s bankers.

Accounts

• Oversee and manage existing system controls and introduce new enhancements to streamline workflow and mitigate risk factors.

• Preparing and maintaining standard operating procedures.

• Development, implementation and management of effective financial controls.

• Preparation of fund accounts in line with the fund/s accounting policies and implementation of any changes.

• Ensure adherence to the Service Level Agreement (SLA) of the fund/s.

• Checking all monthly reconciliations (Accounts Receivable & Accounts Payable).

• Preparation and review of monthly working papers relating to ledger accounts (GL).

• Ensuring that all systems in the department are in a working condition.

Investments

• Liaising with fund managers, brokers, and custodians to communicate information and resolve issues on a timely basis.

• Monitor and control investment/disinvestment with the respective Investment Managers.

• Ensure accurate loading of daily unit prices.

• Ensuring Investments are balanced accurately (ALM).

Audit

• Planning and coordination of the audits to ensure the audit function is executed on a timely and efficient basis.

• Checking of audit files and working papers for submission to the Fund Accounting Manager.

• Preparation of the annual financial statements.

• Providing responses on audit requirements ensuring all audit issues are resolved, and all compliance issues are met.

• Implementing recommendations from the auditors.

• Electronic submission of financial statements to the FSCA.

Valuation

• Preparation of member data pertaining to the valuation of the fund/s.

• Liaising with the actuary for the timeous valuation of the fund/s.

• Implementing recommendations from the valuator.

Legislative

• Provide oversight and play a leadership role in the Compliance Management function to ensure that: the company compliance framework and policies are properly embedded and implemented in the business and there is regular reporting on compliance breaches and progress on mitigation and management plans.

• Manage the performance of Compliance operational activities within EB to minimize compliance risk through adherence to policies, procedures, and guidelines and in accordance with regulatory requirements.

• Working closely with the senior Management to ensure that all key risks are identified and are adequately communicated to the relevant business owners.

Reporting

• Checking monthly management accounts and cashflow statements.

• Drafting of the annual budget for the fund/s and monthly tracking of the fund/s income and expenses against the budget.

• Provide relevant information for the preparation of fund/s board packs.

• Oversee the production of monthly management reports (internal).

• Ensure that monthly compliance reporting is accurate, of a high standard and properly reviewed (internal).

• Communicate to management with regard to any fraudulent activities and misrepresentation of information.

Customer

• Ensure adherence to customer and service provider SLA’s.

People

• Develop a high performing team by embedding formal performance development and informal coaching. Implement talent acquisition, engagement and recognition process in line with this.

Desired Experience & Qualification

Required Skills & Knowledge

• Engage in a professional manner whether it be verbal or face to face.

• Ensure that the brand or image is always maintained by adhering to the values (in keeping in line with the KPI and values of the company).

• Be a strong team player.

• Have both industry knowledge and experience.

• Ensure that the role is carried out with the relevant accuracy, attention to detail and following instructions.

• Ensure that judgement and attention to detail is applied to the role.

• Ensure that the role is completed within required deadlines and should have the ability to organize, plan, set goals and deliver accordingly.

• Strong interpersonal skills in cross team collaboration is required.

• Can innovate in the role.

• The quality of work should be thorough.

• Conscious of the abuse of company resources.

• The Administrator will be responsible for the processing and control of all claims, monthly updates, preparation of Section 14 data, preparation of Employer monthly management committee reports, query resolution.

Qualifications:

• B.Com. Accounting Degree or similar qualification.

• At least 5 years’ experience in Retirement funds.

• Evidence of managing a small – medium, but effective team.

• Caseware knowledge will be an advantage.

• Leadership skills.

Interested?

Please Note:
- If you have not been contacted within two weeks (post CV submission date), please consider your application unsuccessful.
- By applying for this position, you hereby give consent for your personal information to be retained on our database for future employment opportunities and further grant consent for your personal information to be accessed by third parties, strictly for the purposes of recruitment and/or employment purposes. Furthermore, you hereby confirm that any information you have provided is true, correct and up to date.

#J-18808-Ljbffr

Job Description

Are you an experienced HR professional with a passion for driving effective reward and benefits strategies

We are recruiting on behalf of a client for a Reward and Benefits Specialist to be based at their Head Office in Isando.

This role is ideal for someone with strong remuneration expertise who can align benefits policies with business strategy to attract and retain top talent.

Key Duties and Responsibilities :

• Develop and implement remuneration and benefit policies aligned to business strategy across all levels
• Design and manage recognition incentive schemes retention strategies and employee value propositions
• Coordinate integrated wellness strategies medical aid pension benefit policies and absenteeism reporting
• Conduct industry benchmarking and research to identify best practices in total rewards
• Develop and maintain employment contracts for all South African grades ensuring compliance and accuracy
• Perform Equal Pay audits and develop corrective action plans
• Facilitate automation and ongoing review of remuneration and benefits processes and schemes
• Prepare communication materials for reward awareness campaigns
• Support the Remuneration Committee as secretary including documentation preparation and compliance monitoring
• Lead remuneration training for HR and line managers
• Manage department budget and staff
• Oversee reward aspects of mergers acquisitions and disposals
• Handle executive compensation reviews and reporting
• Monitor wellness interventions and manage disability and sick leave cases
• Provide technical support on all reward-related queries

Candidate Requirements :

BCom qualification in Human Resources (SARA accreditation advantageous)

Approximately 10 years experience in HR with a focus on Remuneration and Benefits

Experience in data analytics is beneficial

Strong verbal and written communication skills

Exceptional attention to detail and organisational awareness

Results-driven with high energy and initiative

Excellent interpersonal sensitivity and emotional intelligence

Demonstrable business acumen and talent management experience

Strong programme and project management skills

Creativity innovation and sound judgment

Influencing and negotiation capabilities

EE Disclaimer :

All positions will be filled in accordance with the companys Employment Equity plan. We encourage people with disabilities to apply.

Application Unsuccessful Disclaimer :

If you do not receive feedback within two weeks of your application please consider it unsuccessful. Keep an eye on our website and other career sites for future opportunities.

Required Experience :

Unclear Seniority

Key Skills

Customer Service,Fmla,HIPAA,Microsoft Outlook,Benefits Administration,HRIS,Payroll,Employment & Labor Law,ADP,Human Resources,Phone Etiquette,Workday

Employment Type : Full-Time

Experience : years

Vacancy : 1

#J-18808-Ljbffr

Position summary Industry: Scientific, Research & Development Job category: HR Administration Location: Randburg Contract: Permanent Remuneration: Market Related EE position: Yes Introduction Mintek has an exciting career opportunity for an HR Administrator: Remuneration & Benefits. The successful candidate will be responsible for administering employee information processing through creation, maintaining, updating, and retention of employee information /files both manually and electronically. Ensuring 100% data integrity, whilst adhering to policies, procedures and legislation framework. All suitably qualified and experienced candidates are invited to apply. Operations Data Integrity Project Maintain the employee master data, throughout the employee life cycle from joining to leaving, while adhering to the relevant policies, procedures and relevant legislation. HR Information System updates- Employee on-boarding, promotions, transfers, contract renewals, terminations, changes in conditions of employment, leave administration. Document processing, data capturing, and filing to ensure we record all employee transactions. Improve administrative procedures and documentation (contribute to the improvement of internal systems and procedures, other input towards payroll calendar management). Assist with time, attendance and leave administration requirements. Ensure employee data complies with reporting requirements, such as EE/ BEE/ Do L, Remuneration Analysis. Maintain a meticulous and updated employee filing system for all employee movements. Benefits Administration Processes Work in collaboration with benefit administration consultants to ensure that the company and employees are well advised on legislation developments pertaining to pension, medical and risk benefits matters. Ensure that employees have access to, and receive Employee Benefits Advisory Services. Administer benefit claims as per policies and regulations. Update employee files with the latest beneficiary information ( manually and electronically). Governance and Risk Ensure compliance with the internal audit requirements of the organisation. Ensure compliance with the policies and procedures in order that the division gets clean audits. System compliance with data security and privacy requirements – POPI ACT. Legislative Requirements Interpret and apply statutory regulations and maintain HRIS system data changes (Employment Equity, Management Control –BEE Act, Basic Conditions of Employment etc.). Advice and guide managers and staff on company policies relating to conditions of employment when necessary such as leave administration, time management, overtime administration, pension fund, medical aid, risk benefits, and related claims etc. Maintains compliance with all the relevant employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance (employee life cycle –data management). Maintaining the integrity of Employment Equity Reports – and assist with Statistical Equity Reporting & BEE Reporting. Facilitate audits/verifications by providing records and documentation to auditors/ BEE /Do L/verification officers Keep files/documents - injury on duty claims and relevant documentation submitted to the Compensation Commissioner by SHEQ and Occupational Health. Reporting Assist the various departments with aggregated and analysed data / reports according to stakeholder specific requirements, adhoc reports, monthly, quarterly and annually. Develop and maintain ad hocs reports to provide HR and other stakeholders with timely and accurate data. Report on Absenteeism, Sick Leave ( moved to Information Systems). Report on Employee Movements – Terminations, Hires, Movements and other relevant changes. Provide regulatory reports BEE, EE, and Remuneration Analysis, Leave Management. People Development Contribute towards guiding, coaching and mentoring the interns in the department. CUSTOMER SERVICE: Provide Support Services Assisting staff with Employee Information related queries. Providing Support with Employee Self Service Portal (ESS), and Manager Self Service Portal (MSS) Providing information for monthly, quarterly and yearly statistics for various stakeholder reporting requirements Efficient processing of benefits during on -boarding, information updates, and withdrawals for pension fund, medical aid, death and disability claims, etc. Conduct monthly/ quarterly induction presentations for new employees. Coordinate onsite presentations for medical aid, risk benefits, financial planning, etc. Processes Ensures implementation of Mintek policies and procedures regarding absenteeism. Monitors trends on absenteeism through utilising the HR systems (Pay Space, IFS and T&A) and forwards reports to managers and supervisors for follow up and action. Administration Maintains employee master data, throughout the employee life cycle from joining to leaving, while adhering to the relevant policies, procedures and relevant legislation. Ensures HR admin deadlines related to employee hire, termination and movements are met at all times Inputs of employee related data into HRIS (Pay Space, IFS and T&A), through verification, scrutinizing and ensuring pre-approval alignment to policies and procedures before capturing. Verifies and approves all HR administration data and supporting documentation received viz appointments, terminations, salary increases, promotions, leave, PAR, terminations etc and forwards to HR & Admin Systems Controller for processing (daily). Ensures readily and accessible electronic and manual HR records are maintained. Verifies and approves all HR administration data and supporting documentation received viz appointments, terminations, salary increases, promotions, leave, PAR, terminations etc and forwards to HR & Admin Systems Controller for processing (daily). Ensures that the asset register is signed and approved by the relevant stakeholders before employee termination is effected. Ensures document control and adherence to workflow processes. Updates HR admin control registers and files - submits input for approval and forwards to finance and payroll for processing. Audit Interact with relevant HR section and Payroll to ensure clean audit process; ensures compliance to audit findings and corrections are actioned within stipulated timeframe. Support the internal and external auditors in verification of discrepancies and queries related to HR administration. Business processes and workflow Assists in analysing HR business processes, workflow and documents accordingly. Give inputs into policies and procedures. Filing Ensures an up-to-date and accurate filing system is maintained for HR admin at all times- both manually and electronically. Filing - ensures satisfactory filing and retrieving of documentation Filing - files all documents on personal files and ensures accurate and up-to-date information on personal files at all times. Overtime Opens and closes overtime claim sheet for Division to complete and informs accordingly. Verifies overtime pre-authorised with actual claimed - notifies line managers, employee and HR Systems Controller if 40 hours are exceeded and if overtime was not pre-authorised. Leave management Verify and audit maternity, sick, annual leave applications, cross checking with employment contracts, policies, and legislation. Controls and checks data for leave and sick leave; capitalisation of leave, unpaid leave, special leave etc and that these are accurately captured on system. Verifies leave input and requests - notifies line management and employee if not approved. Ensures availability and accrual of entitlements. Policies and procedures Inputs towards updating of Policies and procedures - maintains and updates HR Administration according to policies and procedures updates utilising Ms Word, Excel in prescribed formats. Maintains and updates HR databases, Shared Drive accordingly. Liaises with the HR Multiple Disciplinary Teams to ensure annual revision. Participate in policy and procedure reviews. Conduct administrative functions and ensure up-to-date knowledge of the HR administration processes, as well as all conditions of service. Queries and complaints management Handle employee queries and complaints regarding HR administration. Reports Compile and submit HR admin reports - (monthly, quarterly). Draws relevant reports from HRIS (Pay Space, IFS and T&A) Reports - draws relevant reports from HRIS (Pay Space, IFS and T&A). HRIS Systems Maintains master data (Pay Space, IFS and T&A). Processes hourly rates for contract/temporary/fixed term employees; ensures valid contract approval before processing. Completes return on attendance reports (weekly) and forwards to HR System Controller and Head: HR Administration, follows up on Divisions not returning weekly attendance reports. Runs attendance reports and forwards to Divisions (monthly). Verifies and processes attendance reports returned from Divisions (monthly), records findings and submits report to HR Systems Controller and informs Head: HR Shared Services if any discrepancies /anomalies, before forwarding to Payroll for processing. Verifies monthly interface file for

Description Overall Purpose of the Job To manage remuneration and benefits with the aim of attracting and retaining talented employees including payroll. This includes developing and implementing reward and benefits programs whilst ensuring maximum benefits realization for the organisation. Human Resources Policies and Procedures Review, develop and manage effective HR policies and procedures pertaining to payroll remuneration and benefits. Human Resources Systems and Processes Review, develop and manage effective HR systems and processes pertaining to payroll remuneration and benefits. Ensure alignment of the HR systems with prevailing policies. Payroll Administration Manage the payroll administration of the SACAA to ensure compliance with statutory legislation. Ensure integrity of payroll system. Maintain an HR information system to inform data intelligence services needed to facilitate decision making. Develop metrics for analysing data for purposes of producing statistical reports. Conduct monthly data quality assurance on payroll system such as recording leave captured in the system updating organisational structure information etc and audits against Corporate HR reports. Ensure that an accurate statistical database of employees is maintained and available at all times. Remuneration and Benefits Develop, implement and manage legal compliance remuneration and benefits processes, systems, procedures and practices of the SACAA. Accountable for policy and benefit management and related education across the organisation. Undertaking benchmarking exercises and assignments in remuneration and benefits management practices, job evaluation and salary reviews. Develop and evolve the organisation's pay scale and structure. Conduct benchmarks of Pay Scales in the market when necessary and make recommendations to the Executive HR. Ensure that the organisation’s pay scale complies with relevant laws and regulations. Oversee the distribution of pay to employees. Ensure employees are paid in line with the SACAA policies. Client Liaison Provide the SACAA management and staff with the necessary assistance and advice regarding HR matters. Liaise with external clients. People Management Ensure the appointment and retention of competent direct reports. Manage key performance areas of subordinates to ensure achievement of individual and Divisional objectives. Ensure the appointment and retention of competent reporting staff and the management of their key performance areas to achieve divisional objectives. Mentor, coach and develop staff. Motivate staff to achieve individual, Divisional and organisational goals. Human Resources Records Management Oversee Human Resources records management. Collaborate with HR Operations to ensure employee and payroll data integrity. Management of Reports Compiles monthly, quarterly, annual and adhoc reports. Partner with managers to help develop promotion and retention strategies for existing employees. Develop a departmental budget and keep operations within that budget. Oversee reports produced by compensation and payroll support team. Requirements Education Minimum Relevant Bachelors degree (HR or Finance or related field) or equivalent Ideal Relevant NQF level 8 equivalent Experience Minimum 7 years payroll and employee benefits exposure plus 5 years management experience Ideal 7 years management experience in employee benefits Good understanding of payroll systems Remuneration and Benefits Training Closing Date : 02 September 2025 All SACAA appointments are subject to S98 of the Civil Aviation Act 13 of 2009 and all successful candidates will be subjected to security vetting. Employment Equity candidates will be prioritised in line with Employment Equity Plan. If you have not heard from the SACAA 90 days after the closing date consider your application unsuccessful. Work Level Senior Job Type Permanent Salary Market Related EE Position Location Midrand Required Experience : Manager Key Skills Vendor Management, Fmla, HIPAA, Analysis Skills, Benefits Administration, HRIS, Filing, Payroll, Employment & Labor Law, ADP, Human Resources, Workday Employment Type : Full-Time Experience : years Vacancy : 1 #J-18808-Ljbffr

Senior Remuneration and Benefits Specialist

Details

Closing Date: 2025/04/02

Reference Number: DBS -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.

#J-18808-Ljbffr