579 Compensation jobs in South Africa

Compensation Consultant

Western Cape, Western Cape Hahhh

Posted 3 days ago

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workfromhome
Compensation Consultant page is loaded# Compensation Consultantremote type: Hybrid 1-2 Working Caregivers (Onsite 1 - 2 days)locations: Worcester, MA Worcester Business Centertime type: Full timeposted on: Posted Todayjob requisition id: R # **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**8:00 - 5:00**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6163 Human Resources CompensationThis position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.Acts as the Compensation Consultant to various functions, clinical departments, and service lines. Primary responsibilities include development and ongoing administration, design, analysis, and implementation of various compensation programs across the system. This includes the annual market analysis, position and career path design, internal equity review, complex costing scenarios and consulting management and senior leaders.I. Major Responsibilities: 1. Lead cyclical compensation work for the assigned business areas including market benchmarking reviews, compensation planning, job design, and consistently looking to innovate and improve pay practices, operations and anything that helps attract and retain talent. 2. Advise and educate, leaders, Human Resource Business Partners and Talent Acquisition Partners in-cycle and out-of-cycle about our compensation programs and philosophy balancing all levers in compensation including base pay, variable/incentive pay. 3. Leverage analytics to stay on top of internal trends, relevant pay legislation and competitive market intelligence, anticipating and navigating the potential impact to our pay philosophy, benchmarks and practices. 4. Works with managers to conduct job analysis, market analysis, pay reviews and develop compensation recommendations and costing. 5. Develops and fosters trusting relationships with all levels of management for assigned business areas to gain support for initiatives and achieve results. Meets periodically to review market analysis reports. Assists in the development of reports and scorecards that will be meaningful and actionable to the department and service line leaders and managers. 6. Handle issues with typically large scope, higher levels of complexity, sensitivity and/or visibility with the organization. Encourage others to take a strategic approach to solving compensation issues as opposed to simply responding to the current situation. Serve as a resource to explain compensation policy and systems. Provide training on compensation related programs. 7. Assist and provide analysis to determine feasibility for union negotiations. Collaborates with members of the finance department to ensure the validity of models used to cost-out proposals. May participate in union-management contract negotiations. 8. Work collaboratively with Human Resources and operations leaders on projects. May be asked to lead team or represent Compensation on system wide initiatives. Serve on committees as necessary as the compensation subject matter expert. 9. Work in collaboration with leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines). Analyze salary survey results to ensure current pay practices are cost effective and market competitive. Evaluate market and economic trends. 10. Conduct the job evaluation process, consult with Human Resource Business Partners and managers who are creating or revising positions to develop job descriptions that meet internal standards and that reflect actual essential functions and minimum requirements. Review job descriptions for content. May request revisions to clarify or enhance the quality and consistency. 11. Research market data and selects appropriate benchmarks. Analyze the position completely to determine its relationship to other positions within the organization to ensure internal equity. Prepare cost analysis and pay grade recommendations. Maintain reports and summaries of results. 12. Coordinate with HRIS and Talent Acquisition Partners to ensure consistent administration of pay practices. Participate in audits to ensure adherence to compensation programs, policies, guidelines, and regulatory requirements. Perform employee equity review and analysis as needed if concern of inequity is present.II. Position Qualifications:License/Certification/Education: Required: 1. Bachelor’s degree in Human Resources, Finance, Business Administration, or related fieldPreferred: 1. Certified Compensation Professional and/or SHRM/SPHR certification designation. 2. Master’s degree in Human Resources, Business, or Organizational ManagementExperience/Skills: Required: 1. Minimum five years of increasingly complex compensation experience including data collection and analysis, working knowledge of compensation systems, job evaluation methodology, and principals of wage/salary administration. 2. Exceptional communication skills, both written and verbal and interpersonal and presentation skills. 3. Demonstrated experience interpreting and applying wage & hour laws, and FLSA classifications 4. Highly proficient in Excel and all Microsoft Office programs. 5. Demonstrated ability to lead and manage complex projects.Preferred: 1. Previous experience in healthcare industry 2. Experience in a unionized environment strongly preferredAll qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.We’re striving to make respect a part of everything we do at UMass Memorial Health – for our patients, our community and each other. Our six Standards of Respect are: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards of Respect, we hope you will join our team and help us make respect our standard for everyone, every day.As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences, perspectives and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law.If you are unable to submit an application because of incompatible assistive technology or a disability, please contact us at We will make every effort to respond to your request for disability assistance as soon as possible.# #At **UMass Memorial Health**, everyone is a caregiver. No matter their responsibilities or title, every employee or “caregiver” fills an important role for our patients and their families every day.It’s not just the person who delivers the care. It’s all the people who make it work … and make it better. Caregivers give everything that helps patients heal, from expertise to extra attention. They give clean, comfortable rooms. Fast, accurate answers. And an easier, less stressful
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Compensation Executive

Pretoria, Gauteng Bridge Personnel cc

Posted 17 days ago

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Job Description

Lead the design, execution and governance of total awards

Oversee remuneration, incentives, benefits, job evaluation.

Ensure alignment between business objectives, talent retention etc

Drive perfromance driven reward strategy

REQUIREMENTS:

10 Years relevant experience

Degree in HR/Finance/Bus. Administration

Registered member of SARA

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Payroll, Compensation

New
R1200000 - R2400000 Y TotalEnergies

Posted today

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*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. *

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Workers' Compensation

New
R1220 - R1320 Y Job Duck

Posted today

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Job Description

JOB DUCK IS HIRING A WORKERS' COMPENSATION & INJURY LAW CASE MANAGER

For ambitious, culturally diverse, curious minds seeking booming careers, Job Duck unlocks and nurtures your potential. We connect you with rewarding, remote job opportunities with US-based employers who recognize and appreciate your skills, allowing you to not just survive but thrive. As a lifestyle company we ensure that everybody working here has a fantastic time, which is why we've earned the Great Place to Work Certification for 4 years

Role Overview

We are seeking a highly organized and empathetic Workers' Compensation & Injury Law Case Manager to support our legal team from a distance. This role is vital to ensuring smooth case progression, maintaining consistent client communication, and upholding the firm's commitment to personalized, results-driven advocacy for injured workers. Join a dedicated team that tirelessly fights for clients and has successfully litigated denied claims to secure compensation for hundreds of injured workers. Help deliver client-centered, strategic, and compassionate legal services while working in a flexible, remote environment aligned with a firm that values advocacy and advocacy for justice.

Schedule:

Monday to Friday from 8:30 AM to 5:30 PM EST (USA)

Your Responsibilities Will Include but Are Not Limited To:

  • Answering phones and serving as the primary contact for clients and prospects
  • Conducting client intake, answering questions, and providing updates throughout the case
  • Supporting attorneys with case management, including scheduling, documentation, and follow-ups
  • Posting to social media pages and preparing a Mailchimp email to clients once a month
  • Managing case deadlines and tracking progress using case management tools
  • Organizing and maintaining digital records, including medical reports, legal filings, and correspondence
  • Monitoring case workflows and flagging delays or issues to the legal team
  • Collaborating virtually with attorneys and staff to ensure seamless case handling and client service

What We're Looking For:

  • At least two to three years of experience supporting legal or medical support teams remotely
  • Experience in workers' compensation and personal injury law
  • Familiarity with working with US companies
  • Fluent in spoken and written English, with excellent grammar and punctuation
  • Experience with e-filing court documents (preferred)
  • Proficient in MS Office Suite (Outlook, Word, Excel)
  • Self-motivated, detail-oriented, and capable of working in a distraction-free environment
  • Clear, compassionate verbal and written communication
  • Ability to manage multiple cases with sharp attention to detail
  • Comfortable with remote tools (Zoom, case management software, e-filing)
  • Familiarity with workers' compensation and personal injury terminology is a plus
  • Dedication to treating clients with empathy and professionalism
  • Reliable computer setup (laptop/PC, headset, stable internet min. 10 Mbps download / 5 Mbps upload)
  • Quiet, distraction-free remote work environment

What's In It for You?

  • Monthly compensation starting from
    1220 USD to 1320 USD
  • Paid time off
    and holiday pay.
  • Referral and annual
    bonuses.
  • 100% Remote,
    Full-Time, Long-Term Career Opportunity.
  • Parental leave.
  • Opportunities for professional development and training
  • Dedicated support from our team.
  • A chance to work with clients who share our values.

Ready to dive in?
Apply now and make sure to follow all the instructions

DISCLAIMER: Every candidate must pass each step in our application process to become part of our team. Ensure you have all the required documentation ready to streamline your application process.

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Total Rewards Manager

Durban, KwaZulu Natal Edge Executive Search Group

Posted 3 days ago

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About the Role

As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation.

This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels.

Who the Client Is

This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda.

What You’ll Do
  • Execute the Group’s reward strategy and implement reward frameworks.
  • Advise HRBPs and line managers on pay, benefits, and recognition programmes.
  • Conduct market analysis to maintain competitive salary, incentive, and benefits structures.
  • Lead the job evaluation process and maintain remuneration consistency across the business.
  • Manage the annual review cycle (from mandate prep to execution).
  • Implement recognition schemes that support engagement and performance.
  • Interpret and apply statutory requirements to benefits (pension, provident, medical aid).
  • Manage vendor relationships and ensure SLAs are met.
  • Coach, develop, and performance-manage direct reports.
  • Mitigate risk by ensuring compliance with internal governance and external regulation.
What You Bring
  • Relevant bachelor’s degree; GRP qualification an advantage.
  • 5–8 years’ experience in a dynamic reward environment.
  • Strong knowledge of remuneration structures, incentive plans, and benefits.
  • Advanced analytical, project management, and problem-solving skills.
  • Proven ability to lead and develop a team.
  • Excellent communication and interpersonal skills; ability to influence stakeholders.
  • Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook).
What Success Looks Like
  • Reward frameworks consistently applied across the Group with clear governance.
  • Competitive, market-aligned reward structures that support talent attraction and retention.
  • Seamless execution of the annual review cycle, on time and with minimal issues.
  • Engaged and well-developed HR reward team delivering high-quality outputs.
  • Strong, value-adding vendor relationships delivering cost-effective benefits.
  • Compliance with legislation and zero audit concerns.

Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind.

#hiring #edge #kestria

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VP, Total Rewards

Worcester, Western Cape Hahhh

Posted 12 days ago

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Job Description

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources AdministrationThis position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values.I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver.Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements.II. Position Qualifications:License/Certification/Education:Required1. Bachelor’s degree.Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP).Experience/Skills:Required:1. Fifteen (15)
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Total Rewards Manager

Durban, KwaZulu Natal Edge Executives

Posted 25 days ago

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Job Description

Group Head / Role Title: Total Rewards Manager

Location: Westville, Durban (preferred, open to other regions)
Type: Permanent

Design rewards that drive performance.
Lead the strategy that balances people, performance, and purpose.

About the Role

As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation.

This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels.

Who the Client Is

This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda.

What You’ll Do

  • Execute the Group’s reward strategy and implement reward frameworks.

  • Advise HRBPs and line managers on pay, benefits, and recognition programmes.

  • Conduct market analysis to maintain competitive salary, incentive, and benefits structures.

  • Lead the job evaluation process and maintain remuneration consistency across the business.

  • Manage the annual review cycle (from mandate prep to execution).

  • Implement recognition schemes that support engagement and performance.

  • Interpret and apply statutory requirements to benefits (pension, provident, medical aid).

  • Manage vendor relationships and ensure SLAs are met.

  • Coach, develop, and performance-manage direct reports.

  • Mitigate risk by ensuring compliance with internal governance and external regulation.

What You Bring

  • Relevant bachelor’s degree; GRP qualification an advantage.

  • 5–8 years’ experience in a dynamic reward environment.

  • Strong knowledge of remuneration structures, incentive plans, and benefits.

  • Advanced analytical, project management, and problem-solving skills.

  • Proven ability to lead and develop a team.

  • Excellent communication and interpersonal skills; ability to influence stakeholders.

  • Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook).

What Success Looks Like

  • Reward frameworks consistently applied across the Group with clear governance.

  • Competitive, market-aligned reward structures that support talent attraction and retention.

  • Seamless execution of the annual review cycle, on time and with minimal issues.

  • Engaged and well-developed HR reward team delivering high-quality outputs.

  • Strong, value-adding vendor relationships delivering cost-effective benefits.

  • Compliance with legislation and zero audit concerns.

Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind.

#hiring #edge #kestria

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Total Rewards Manager

New
Durban, KwaZulu Natal

Posted today

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Job Description

permanent
Group Head / Role Title: Total Rewards Manager Location: Westville, Durban (preferred, open to other regions) Type: Permanent Design rewards that drive performance. Lead the strategy that balances people, performance, and purpose. About the Role As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation. This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels. Who the Client Is This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda. What You’ll Do Execute the Group’s reward strategy and implement reward frameworks. Advise HRBPs and line managers on pay, benefits, and recognition programmes. Conduct market analysis to maintain competitive salary, incentive, and benefits structures. Lead the job evaluation process and maintain remuneration consistency across the business. Manage the annual review cycle (from mandate prep to execution). Implement recognition schemes that support engagement and performance. Interpret and apply statutory requirements to benefits (pension, provident, medical aid). Manage vendor relationships and ensure SLAs are met. Coach, develop, and performance-manage direct reports. Mitigate risk by ensuring compliance with internal governance and external regulation. What You Bring Relevant bachelor’s degree; GRP qualification an advantage. 5–8 years’ experience in a dynamic reward environment. Strong knowledge of remuneration structures, incentive plans, and benefits. Advanced analytical, project management, and problem-solving skills. Proven ability to lead and develop a team. Excellent communication and interpersonal skills; ability to influence stakeholders. Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook). What Success Looks Like Reward frameworks consistently applied across the Group with clear governance. Competitive, market-aligned reward structures that support talent attraction and retention. Seamless execution of the annual review cycle, on time and with minimal issues. Engaged and well-developed HR reward team delivering high-quality outputs. Strong, value-adding vendor relationships delivering cost-effective benefits. Compliance with legislation and zero audit concerns. Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind. hiring edge kestria
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VP, Total Rewards

Worcester, Western Cape Hahhh

Posted today

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Job Description

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources AdministrationThis position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values.I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver.Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements.II. Position Qualifications:License/Certification/Education:Required1. Bachelor’s degree.Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP).Experience/Skills:Required:1. Fifteen (15) #J-18808-Ljbffr
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Vp, total rewards

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# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources Administration This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day. The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values. I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver. Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements. II. Position Qualifications: License/Certification/Education: Required1. Bachelor’s degree. Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP). Experience/Skills: Required:1. Fifteen (15)#J-18808-Ljbffr
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