181 Employee Benefits jobs in South Africa

We are looking to recruit an Employee Benefits Specialist to work within the Group Compensation and Benefits Team in the Clicks Shared Services. The role will be based at Clicks Head Office in Cape Town. Responsibilities: To manage employee benefit programs relating to:Retirement Funds Medical Aids To review and optimise cost efficiency of benefits. To be accountable for Governance and Legal Compliance of the different funds. To manage queries and to effectively communicate information related to employee benefits funds and insurance. To review and enhance the company’s medical aid policy, manage the SLA’s with medical aids, and explore opportunities for the benefit of Clicks and its employees regarding medical benefits. To ensure the efficient administration of Medical aid membership, option selection, contributions and increases, and communication. To effectively manage and develop the Benefits team. Qualifications and Experience: Relevant tertiary qualification. Exposure as a member of board of trustees as a Trustee or Principal Officer. 5 years’ experience in a similar position. Experience in a retail organisation is advantageous. Skills, Abilities and Job Related Knowledge: Knowledge of all Pension Fund Act/rules & Medical Aid Rules and PF 130 and PF circulars. Ability to draft policy documents. Ability to work independently in a fast-paced environment, at all levels. Knowledge and application of Legislation and administrative requirements relating to the distribution of Death and Disability claims. Knowledge/understanding of Pension & Medical Aid industry & keeping up to date with legislative changes & impact on Funds and business. Strategic thinking – impact of changing circumstances on benefits. Ability to build value-based relationships with service providers to optimize cost efficiency. Ability to design member communication which is understandable & informative, so that members can make an informed choice (member investment choice, retirement, etc.). Understanding benefits in large complex organizations. Analysing and Interpreting Information. Writing and reporting. Learning and researching. Adhering to principles and values. Working with people. Numerical and financial acumen, including the ability to interpret financial statements. Excellent Excel skills and ability to work with extensive spreadsheets. Applying Expertise and Technology. Presenting and Communicating Information. #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

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Job Title: Corporate Employee Benefits Specialist

Location: Claremont, Cape Town

Department: Group Sales

Type: Full-time

What They Offer

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

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

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

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

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

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

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

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

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

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Job Title: Corporate Employee Benefits Specialist Location: Claremont, Cape Town Department: Group Sales Type: Full-time What They Offer Salary: ● Base salary: R16,000 – R20,000 (depending on experience) ● Underpin of R3,000 – R6,000 for the first 3 months ● Uncapped commission structure (based on sales performance) Benefits: ● Life insurance ● Disability cover ● Family funeral cover ● Employee wellness programme Leave: ● 20 days annual leave ● Maternity, paternity, and study leave About the Company Our client is a disruptive digital life insurance company on a mission to secure the financial futures of millions of South Africans. They offer flexible, great-value life insurance products that are simple, accessible, and backed by powerful technology. About the Role We are seeking an articulate, polished, and high-performing Employee Benefits Specialist to drive sales of group life, disability, and funeral cover to companies with 40+ employees. This is a client-facing, sales-driven role focused on mid-to-large employers in Cape Town with a preference for young, energetic Afrikaans-speaking candidates who thrive in fast-paced, flexible, and entrepreneurial environments. Responsibilities ● Sales Execution: Target companies with 40+ staff and tailor consultative presentations to decision-makers ● Lead Generation: Identify and qualify prospects through networking, Linked In, referrals, and events ● Relationship Management: Build and manage relationships with business owners, HR teams, and key stakeholders ● Product Knowledge: Confidently present and explain group cover benefits (life, disability, funeral) with clarity and professionalism ● Onboarding Support: Ensure smooth handover and coordination with internal teams for client implementation ● Performance Targets: Work towards achieving high-premium client acquisition (R10,000+ per group) and sustained policy retention Requirements ● Experience in group insurance/employee benefits sales ● Afrikaans speaking (ESSENTIAL ) ● Own car and mobile phone (expenses claimable monthly) ● Resilient, target-driven, and professional ● RE5 (preferred; strong advantage) ● Financial planning or related degree/qualification ● Polished, presentable, confident communicator Nice-to-Haves: ● Previous experience working with municipalities, factories, or large-scale employers ● Familiarity with stop-order processes and the PERSAL system ● Able to manage long lead times and cultivate strategic relationships Why Join This Team? ● Young, dynamic leadership team ● Flexible, entrepreneurial, and family-oriented ● Fast-paced environment where culture fit and energy are key #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.

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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 A. Strategic 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. 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). 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. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function. 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. 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. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits. Participate and contribute to budget construction and control during the year, perform different simulations for people costs. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders. Perform other Human Capital duties as assigned. B. Benchmarks, Analytics & Insights 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. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities. C. Governance, Risk and Compliance 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. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders. Identify, assess and mitigate for potential reward-related risks. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls. Support the Division with audit actions and risk assurance exercises as required. D. Key Measurements of Outputs Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures. Quality job profiles and alignment to business requirements. Quality of proposals, documents, presentations and reports. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support. 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, Power Point, 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: 2.1. Business Acumen 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. Understands the projected direction of the industry and how changes might impact the organisation. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives. 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 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. 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. Assembles and leads diverse and multi-disciplinary teams, ensuring maximum effective resource utilisation. Successfully manages substantial project budgets and reports directly to senior managers on the progress and results of projects. Identifies complex issues that need escalation and proposes appropriate corrective actions. 2.2 Strategic Planning 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. 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). 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. Ability to analyse complex economic trends and their impact on organisational strategy. 2.3 Solutions Focused Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define. 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. Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes. 2.4 Planning and Organising Coaches others on advanced planning and organising skills. Plays a role in transferring advanced planning and organising skills and knowledge to others. Identifies and acts on opportunities to partner with other units in the department to achieve desired results. 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. Uses effectively advance time management processes to deal with high workload and tight deadlines. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources. Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and re-planning. 2.5 Detailed Oriented Quickly identifies relevant and irrelevant information to support accurate decision making. Maps out all the logistics and details of a situation to ensure smooth and flawless implementation. Consistently identifies all relevant details that are not obvious in complex situations. Requires the highest standards for accuracy and quality for their work. Establishes processes to ensure accuracy and quality of services delivered by the team. 2.6 Reporting & Communication Designs, reviews and improves reporting processes and provides guidance. Leads production of complex environment reports, takes an editorial role, determines content and level of detail, and ensures consistent messaging and branding. Is relied on by others to help them write complex technical and non-technical documents and briefs. Can determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals. Coaches others and transfers communication skills and knowledge to others. Able to communicate complex problems or concepts, by making them simple and understandable for others. 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. Is articulate, demonstrates a wide range of vocabulary, and is confident when talking to large/high level audiences. 2.7 Presentation Skills 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.). Has knowledge of various feedback mechanisms to check levels of audience understanding. 2.8 Computer Skills Consistently uses relevant office software products such as Microsoft Word, Microsoft Projects, Excel, Power Point presentations and email packages to an acceptable standard for the job. Has the ability to use standard and/or programme-specific the organisation databases, and merge/import data from one program to another. Adapts method of working to accommodate changes in the technological developments. Required Personal Attributes Behavioural Competencies: 3.1 Customer Service Orientation Tries to understand the underlying needs of customers and matches these needs to available or customized products and services. Adapts processes and procedures to meet ongoing customer needs. Utilises the feedback received by customers, in order to develop new and/or improve existing services/products that relate to their ongoing needs. Thinks of new ways to align offerings with future customer needs. 3.2 Self-Awareness and Self Control Withholds effects of strong emotions in difficult situations. Keeps functioning or responds constructively despite stress. May apply special techniques or plans of time to manage emotions or stress. 3.3 Strategic and Innovative Thinking Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking. 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 Sets challenging goals that will have a significant impact on the business or support the organisational strategy. 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 Acts to promote a friendly climate and good morale and resolves conflicts. Creates opportunities for cross-functional working. 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

About our client: Our client is a global investment advisory firm focusing on long-term value creation through investment strategies. They work with a diverse group of institutional partners and pride themselves on their collaborative, sustainable, inclusive culture and performance.What you will be doing: Provide day-to-day support for global benefits programs, including health, wellness, retirement, and insurance, ensuring timely and accurate resolution of employee inquiries.Support the execution of key annual benefits processes, such as enrolment and renewals, in collaboration with vendors and internal teams.Partner with third-party vendors and other teams (e.g., Payroll, Finance) to ensure accurate billing, data integration, and compliance with all applicable regulations.Maintain benefits documentation and assist in the preparation of internal reports, analytics, and benchmarking to support strategic benefits planning.Participate in the implementation of new benefits programs, assisting with communications, project coordination, and the delivery of enhancements.Act as the first line of support for all employee benefits inquiries, ensuring all issues are handled in line with company policy and compliance requirements.What our client is looking for: 2 - 3 years of relevant experience in employee benefits, ideally within the financial services or professional services sector.A proven track record in a benefits administration role with global benefits programs, including exposure to regions such as EMEA.Proven experience in data analysis and manipulation, with proficiency in tools like Excel and a focus on data accuracy.A strong understanding of core benefits practices and compliance requirements, with a client-service mindset when handling confidential information.Proficient in HRIS platforms, with Workday experience being highly desirable.Strong communication skills with the ability to effectively collaborate with cross-functional teams and stakeholders across different geographies.Highly organized, detail-oriented, and able to operate in a fast-paced, regulated environment with a high degree of accountability.Job ID: J For a more comprehensive list of opportunities that we have on offer, do visit our website - Associate, global investment advisory, health, wellness, retirement, insurance, enrolment, renewals, HRIS, Workday, EMEA, financial services, professional services

A Senior Specialist: Benefits Realisation, reporting into the EPMO Value Management Office (VMO), plays a pivotal role in ensuring that MTN’s investments deliver measurable value aligned with strategic goals. This role is responsible for developing and managing a structured approach to identifying, planning, tracking, and realising the benefits of strategic initiatives. Value Management is concerned with the creation of sustainable value, either at project, product, process, or organisational level. Value is created only when companies invest capital at returns that exceed the cost of that capital. Value management extends these concepts by focusing on how companies use them to make both major strategic and everyday operating decisions.

This role involves developing and maintaining a comprehensive Benefits Realisation Framework and Value Management Strategy , including policies and procedures that guide how benefits are identified, tracked, and achieved. The specialist ensures that business cases include detailed Value Maps , success criteria, and risk mitigation plans, and collaborates with business and finance stakeholders to define metrics and data sources.

They oversee the full investment lifecycle, ensuring benefits are monitored, reviewed, and adjusted as needed, and that value owners are accountable and engaged. By integrating benefits management into performance measurement and strategic planning, the role supports value-driven decision-making and portfolio optimization , ultimately enhancing the organization's ability to deliver on its strategic objectives

Frameworks and Governance

• Developing a Benefits Framework: Creating a structured approach for identifying, categorising, and measuring benefits.
• Define, manage and update the Value Map of the organisation against investment/ project outcomes, profiles, interdependencies and realization plans
• Define the Benefits (Value) Realisation policies and procedures for the organization
• Ensure signed off business cases outline the Value Map illustrating the project potential to deliver value, execution plan intended to minimise risk to benefits and a sustainable plan to consistently deliver value
• Support strategic business change(s) within the organisation by developing working practices which link benefits management into efficiency planning, performance measurement and ‘value for money’ delivery ensuring benefit led project prioritization
• Embedding Benefits in Governance: Ensuring benefits management is integrated into project and programme governance structures
• Benefits Planning: Creating benefits realisation plans that outline how and when benefits will be delivered, including dependencies and risks.

Agile & AI

• Apply Agile principles at the portfolio level to align benefits realization with strategic outcomes across multiple delivery streams
• Support cross-portfolio planning and cadence-based reviews to continuously validate and optimize value delivery
• Leverage AI tools for predictive insights, automating benefits tracking and enhancing data-driven decision-making
• Use AI-enabled dashboards to visualize benefit progress and flag risks or deviations (real time will be beneficial)

Monitor and improve

• Collaborate with business owners and Snr Specialist: Project financial Modeling & Reporting to identify and prioritise relevant tracking metrics and appropriate data sources
• Ensure measures are put in place to monitor and assure value (benefits) derived from portfolio across the whole investment lifecycle
• Provide assurance on alignment of selected component projects to the agreed Benefits (Value) Realisation Strategy and Map, including highlighting any impact identified
• Ensure the cost, benefit analysis data of business cases for projects align to the portfolio benefits map
• Monitor Benefits (Value) Realisation Plans and benefit review schedules, including analyses of variances and initiate corrective actions with the benefit owners
• Ensure value (benefit) owners are in place and the benefits are profiled, communicated, understood and being managed

Manage Information / Reporting:

• Challenging and Supporting Teams: Encouraging project teams to maximise benefit delivery and supporting them in overcoming barriers to realisation
• Monitoring and Reporting: Tracking progress against benefit targets and providing regular updates to senior management.
• Liaise with Snr Specialist: Project financial Modeling & Reporting to develop information management systems and maintain records that provide for the proper evaluation, control and documentation of assigned resources per portfolio.

Engage stakeholders:

• Collaborating with stakeholders to define and agree on expected benefits and ensure alignment with strategic goals
• Engage with internal and/or external stakeholders
• Build and maintain relationships with internal and external stakeholders of projects

Education:

• Bachelor’s degree in Finance, Accounting or Business Science
• Masters/MBA will be an added advantage
• Fluent in English

Certification in -

• SAFe certification is advantageous
• Agile Certified Practitioner (PMI-ACP) or equivalent is advantageous

Experience:

Minimum of 8 years’ work experience, including:

• Executive presence while collaborating with and influencing executives
• Strong verbal and written communication of qualitative and quantitative business cases
• An extensive understanding of financial analysis and modelling of ROI and TCO concepts to justify business cases
• Prior experience in a Financial Management environment would be advantageous
• Strong understanding of Benefits management in a commercial environment is advantageous
• Prior experience in establishing Benefits management framework is an advantage
• Ability to lead effective and engaging meetings
• Working in a large organization
• Worked across diverse cultures and geographies advantageous
• Experience in a telecommunications environment advantageous

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JOB DESCRIPTION Key Responsibilities:

• Providing exiting employees, who are Fund members, with Benefits Options Counselling and information upon request
• Maintaining an audit trail of all interactions with members using the relevant systems and processes
• Collation, vetting and retention of all the supporting documentation on the members record
• Ensure timeous correspondence with the relevant member within SLA.
• Submitting the withdrawal claim to the Fund administrator according to legislation such as the Pension Funds Act and/or relevant legislation
• Timeous and accurate electronic claim submission via the Fund administrator's administration system.
• The prompt attention and resolution of member queries related to the Retirement Fund, death, disability and funeral in RSA and ROA
• Continuous focus on process improvement and efficiencies as well as identifying risks and provide possible solutions to correct and mitigate possible risks.
• Ensure the relevant process reports are completed and current in line with the relevant departmental SLA.
• Ad hoc duties and projects aligned to departmental KPA's.

Qualifications and Experience:

• Matric
• 1-2 years of Administration experience
• Experience working on or familiar with administration systems e.g. Khulisa

Skills:

• Customer Service
• Communication
• Good working knowledge of MS Office (Outlook; Word and Excel)

Behaviours:

• Applies market and business insights in order to drive organisational objectives
• Effectively works with others to achieve shared goals
• Develops plans and prioritises initiatives that align to the organisational goals and objectives
• Assesses and improves the efficiency, effectiveness, and quality of various work processes
• Interprets and simplifies complex and contradictory information when resolving organisational problems
• Takes accountability and ensures others are held to account on agreed upon performance targets
• Readily takes on new challenges and opportunities with a sense of urgency and eagerness
• Conveys information and communicates ideas in a clear, concise and impactful manner
• Inspires trust and gains the confidence of others by displaying honesty and integrity
• Leverages new technology to enhance productivity, improve problem solving, and support business growth

Preference will be given, but not limited to candidates from designated groups in terms of the Employment Equity Act.

ABOUT US

Who we are is because of our people. They are our greatest asset. TFG is an internationally diversified retail portfolio of 34 speciality lifestyle and apparel brands that Inspire our Customers to live their Best Lives and are woven into the lives of millions. Our vision is to create the most remarkable omnichannel experiences for our customers. TFG is more than a workplace, it's a launchpad for your growth. Join us and explore endless growth opportunities across our diverse brands. We're a purpose-led business, and on this team, you'll share the pride of making an impact across a whole industry.

We're the designers, the makers, the shakers and the teams behind the scenes.

Are you with us?

ABOUT THE TEAM

The human resources team strive to create the best experience for all employees throughout the organisation, focusing on people and culture. This team is responsible for talent acquisition, on-boarding, performance management, development, career progression, employee relations and remuneration.

• Textiles, Clothing, Leather & Fashion
• Wholesale & Retail Trade

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