106 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.

• 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.

• 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.

• 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.

Vacancies
Reward and Benefits Specialist - Permanent 19 June 2025

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

Details

Closing Date: 2025/04/02

Reference Number: DBS250317-1

Job Title: Senior Remuneration and Benefits Specialist

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

Key Responsibilities

1. A. Strategic
2. In collaboration with the Head: Human Capital Operations and the Group Executive: Human Capital in the development of an appropriate Remuneration & Benefits strategy for the DBSA.
3. Implement and operationalise the Remuneration & Benefits strategy, policies and procedures aimed at enabling the organisation to achieve its business strategy (inclusive of short- and long-term incentive schemes).
4. Design new products and processes within the areas of Remuneration & Benefits as well as drive the improvement of existing products and processes as well to ensure that consistent practices are implemented.
5. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits.
6. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division.
7. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits.
8. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward.
9. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials.
10. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function.
11. Create and/or revise job descriptions/profiles by meeting with business to identify the key job requirements. Conducts preliminary job analysis and evaluation for new and/or revised job descriptions/job profiles using appropriate grading methodologies.
12. Conducts audits when necessary to prepare new or update current job descriptions/profiles to reflect the changes in the job roles and verify against benchmark data. Maintains a job title catalogue and posts updated job descriptions in HC Shared folders.
13. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits.
14. Participate and contribute to budget construction and control during the year, perform different simulations for people costs.
15. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders.
16. Perform other Human Capital duties as assigned.
17. B. Benchmarks, Analytics & Insights
18. Lead pro-active appropriate remuneration and benefit benchmarking and analysis including the development of action plans, development of benchmarking policy, and assistance to Business Units and HCBP’s.
19. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation.
20. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities.
21. C. Governance, Risk and Compliance
22. Work in partnership with Human Capital, Finance, Corporate Secretariat, Exco and the Human Resources Committee to ensure that the DBSA remunerates fairly, responsibly and transparently to promote the achievement of strategic objectives and positive outcomes in the short, medium and long term.
23. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date.
24. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders.
25. Identify, assess and mitigate for potential reward-related risks.
26. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls.
27. Support the Division with audit actions and risk assurance exercises as required.
28. D. Key Measurements of Outputs
29. Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures.
30. Quality job profiles and alignment to business requirements.
31. Quality of proposals, documents, presentations and reports.
32. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support.
33. Clean audit in respect of Remuneration and Benefits.

Key Internal Liaison Relationships:

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

Key External Liaison Relationships:

• External Service Providers
• State Owned Enterprises
• External Stakeholders

Qualifications and Experience:

Minimum Requirements:

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

Desirable:

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

Technical Competencies:

1. 2.1. Business Acumen
2. Reviews own actions against the organisation's strategic plan; includes the big picture when considering possible opportunities or projects or thinks about long-term applications of current activities.
3. Understands the projected direction of the industry and how changes might impact the organisation.
4. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations.
5. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives.
6. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives.
7. Deep understanding of the need to coordinate efforts with many government entities, private sector, community groups and individuals to ensure effective implementation of new policies and regulations.

2.2. Project Management

1. Ability to plan, initiate, execute, control and close projects related to a relevant function as well as to track and manage resources, timelines, costs, deliverables and performance, and implement contingency plans if necessary, to ensure projects are successful.
2. Defines, plans and manages large and/or strategic projects, including those with a high degree of technical complexity, with impacts across the organisation and/or with national implications.
3. Assembles and leads diverse and multi-disciplinary teams, ensuring maximum effective resource utilisation.
4. Successfully manages substantial project budgets and reports directly to senior managers on the progress and results of projects.
5. Identifies complex issues that need escalation and proposes appropriate corrective actions.

2.2 Strategic Planning

1. Ability to analyse business trends, implications and options to devise holistic and long-term strategic plans as well as execute the required change is essential to meet DBSA's objectives and future goals.
2. Develops long-term objectives, strategies, and goals. Orients to longer terms than day-to-day activities; determines long-term issues, problems or opportunities. Develops and establishes broad scale, longer-term objectives, goals, or special projects (e.g., affecting a department, several departments or DBSA).
3. Develops a business strategy; assesses and links short-term, day-to-day tasks in the context of long-term business strategies or a long-term perspective; considers whether short-term goals will meet long-term objectives.
4. Ability to analyse complex economic trends and their impact on organisational strategy.

2.3 Solutions Focused

1. Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.
2. While remaining guided by organisational values, identifies optimal solutions, thinking first in terms of possible approaches and flexibilities in the system vs. blind adherence to rules or procedures.
3. Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.

2.4 Planning and Organising

1. Coaches others on advanced planning and organising skills.
2. Plays a role in transferring advanced planning and organising skills and knowledge to others.
3. Identifies and acts on opportunities to partner with other units in the department to achieve desired results.
4. Develops partnership agreements that ensure win-win outcomes for all parties. Develops integrated plans for the work unit and others that interfaces with the function’s budget.
5. Uses effectively advance time management processes to deal with high workload and tight deadlines.
6. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources.
7. Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and re-planning.

2.5 Detailed Oriented

1. Quickly identifies relevant and irrelevant information to support accurate decision making.
2. Maps out all the logistics and details of a situation to ensure smooth and flawless implementation.
3. Consistently identifies all relevant details that are not obvious in complex situations.
4. Requires the highest standards for accuracy and quality for their work.
5. Establishes processes to ensure accuracy and quality of services delivered by the team.

2.6 Reporting & Communication

1. Designs, reviews and improves reporting processes and provides guidance.
2. Leads production of complex environment reports, takes an editorial role, determines content and level of detail, and ensures consistent messaging and branding.
3. Is relied on by others to help them write complex technical and non-technical documents and briefs.
4. Can determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals.
5. Coaches others and transfers communication skills and knowledge to others.
6. Able to communicate complex problems or concepts, by making them simple and understandable for others.
7. Adapts language to the level of the audience in order to ensure that the message has a positive impact and is interesting to the audience.
8. Is articulate, demonstrates a wide range of vocabulary, and is confident when talking to large/high level audiences.

2.7 Presentation Skills

1. Knows how to deliver arguments persuasively by employing a range of advanced presentation techniques (e.g. the appropriate use of body language, how to close a presentation so that the audience continues to think about the subject matter etc.).
2. Has knowledge of various feedback mechanisms to check levels of audience understanding.

2.8 Computer Skills

1. Consistently uses relevant office software products such as Microsoft Word, Microsoft Projects, Excel, PowerPoint presentations and email packages to an acceptable standard for the job.
2. Has the ability to use standard and/or programme-specific the organisation databases, and merge/import data from one program to another.
3. Adapts method of working to accommodate changes in the technological developments.

Required Personal Attributes

Behavioural Competencies:

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

3.2 Self-Awareness and Self Control

1. Withholds effects of strong emotions in difficult situations.
2. Keeps functioning or responds constructively despite stress.
3. May apply special techniques or plans of time to manage emotions or stress.

3.3 Strategic and Innovative Thinking

1. Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
2. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.

3.4 Driving Delivery of Results

1. Sets challenging goals that will have a significant impact on the business or support the organisational strategy.
2. Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk.

3.5 Teamwork and Cooperation

1. Acts to promote a friendly climate and good morale and resolves conflicts.
2. Creates opportunities for cross-functional working.
3. Encourages others to network outside of their own team/department and learn from their experience.

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

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

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

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

Details

Closing Date: 2025/04/02

Reference Number: DBS250317-1

Job Title: Senior Remuneration and Benefits Specialist

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

Key Responsibilities

1. A. Strategic
2. In collaboration with the Head: Human Capital Operations and the Group Executive: Human Capital in the development of an appropriate Remuneration & Benefits strategy for the DBSA.
3. Implement and operationalise the Remuneration & Benefits strategy, policies and procedures aimed at enabling the organisation to achieve its business strategy (inclusive of short- and long-term incentive schemes).
4. Design new products and processes within the areas of Remuneration & Benefits as well as drive the improvement of existing products and processes as well to ensure that consistent practices are implemented.
5. Provide key advisory and support role to the Business Divisions/Units and Human Capital Business Partners (HCBP’s) in the field of Remuneration & Benefits.
6. Build, develop and strengthen the collaboration with the Remuneration & Benefits community, Business Divisions/Units and the Human Capital Division.
7. Develops and maintains salary range structures, establishes cost effective allowances and establishes market-based benefits.
8. Identify and implement actions to ensure internal equity and external competitiveness in terms of reward.
9. Assist in preparing and managing the annual salary and bonus review processes including development of tools, guidelines, templates, and communication materials.
10. Assist in the management of the Incentive Plan and KPI/Scorecard setting process for the organisation in close cooperation with the finance function.
11. Create and/or revise job descriptions/profiles by meeting with business to identify the key job requirements. Conducts preliminary job analysis and evaluation for new and/or revised job descriptions/job profiles using appropriate grading methodologies.
12. Conducts audits when necessary to prepare new or update current job descriptions/profiles to reflect the changes in the job roles and verify against benchmark data. Maintains a job title catalogue and posts updated job descriptions in HC Shared folders.
13. Participate in the design and deployment of broader Human Capital projects in alignment to Remuneration & Benefits.
14. Participate and contribute to budget construction and control during the year, perform different simulations for people costs.
15. Prepare management and other reports for Unit, HCBP’s, Divisions, Executive Committees, Boards & Stakeholders.
16. Perform other Human Capital duties as assigned.
17. B. Benchmarks, Analytics & Insights
18. Lead pro-active appropriate remuneration and benefit benchmarking and analysis including the development of action plans, development of benchmarking policy, and assistance to Business Units and HCBP’s.
19. Direct and oversee appropriate reward and benefit research, benchmarking and market insights that performing organisation.
20. Provide regular reporting and insights on key remuneration and benefit related metrics, with proactive recommendations for improvement opportunities.
21. C. Governance, Risk and Compliance
22. Work in partnership with Human Capital, Finance, Corporate Secretariat, Exco and the Human Resources Committee to ensure that the DBSA remunerates fairly, responsibly and transparently to promote the achievement of strategic objectives and positive outcomes in the short, medium and long term.
23. Ensure remuneration and benefits governance and policy maintenance are in place and kept up to date.
24. Communicate and socialise reward governance policies, processes and practices for understanding and alignment with key stakeholders.
25. Identify, assess and mitigate for potential reward-related risks.
26. Conduct required communications, change and training as required, to ensure shared understanding of key remuneration policies, governances and controls.
27. Support the Division with audit actions and risk assurance exercises as required.
28. D. Key Measurements of Outputs
29. Successful development and implementation of Remuneration & Benefits strategy, Policy & Procedures.
30. Quality job profiles and alignment to business requirements.
31. Quality of proposals, documents, presentations and reports.
32. Positive feedback from HCBP’s and Business in relation to Remuneration & Benefits advice and support.
33. Clean audit in respect of Remuneration and Benefits.

Key Internal Liaison Relationships:

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

Key External Liaison Relationships:

• External Service Providers
• State Owned Enterprises
• External Stakeholders

Qualifications and Experience:

Minimum Requirements:

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

Desirable:

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

Technical Competencies:

1. 2.1. Business Acumen
2. Reviews own actions against the organisation's strategic plan; includes the big picture when considering possible opportunities or projects or thinks about long-term applications of current activities.
3. Understands the projected direction of the industry and how changes might impact the organisation.
4. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations.
5. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives.
6. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives.
7. Deep understanding of the need to coordinate efforts with many government entities, private sector, community groups and individuals to ensure effective implementation of new policies and regulations.

2.2. Project Management

1. Ability to plan, initiate, execute, control and close projects related to a relevant function as well as to track and manage resources, timelines, costs, deliverables and performance, and implement contingency plans if necessary, to ensure projects are successful.
2. Defines, plans and manages large and/or strategic projects, including those with a high degree of technical complexity, with impacts across the organisation and/or with national implications.
3. Assembles and leads diverse and multi-disciplinary teams, ensuring maximum effective resource utilisation.
4. Successfully manages substantial project budgets and reports directly to senior managers on the progress and results of projects.
5. Identifies complex issues that need escalation and proposes appropriate corrective actions.

2.2 Strategic Planning

1. Ability to analyse business trends, implications and options to devise holistic and long-term strategic plans as well as execute the required change is essential to meet DBSA's objectives and future goals.
2. Develops long-term objectives, strategies, and goals. Orients to longer terms than day-to-day activities; determines long-term issues, problems or opportunities. Develops and establishes broad scale, longer-term objectives, goals, or special projects (e.g., affecting a department, several departments or DBSA).
3. Develops a business strategy; assesses and links short-term, day-to-day tasks in the context of long-term business strategies or a long-term perspective; considers whether short-term goals will meet long-term objectives.
4. Ability to analyse complex economic trends and their impact on organisational strategy.

2.3 Solutions Focused

1. Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.
2. While remaining guided by organisational values, identifies optimal solutions, thinking first in terms of possible approaches and flexibilities in the system vs. blind adherence to rules or procedures.
3. Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.

2.4 Planning and Organising

1. Coaches others on advanced planning and organising skills.
2. Plays a role in transferring advanced planning and organising skills and knowledge to others.
3. Identifies and acts on opportunities to partner with other units in the department to achieve desired results.
4. Develops partnership agreements that ensure win-win outcomes for all parties. Develops integrated plans for the work unit and others that interfaces with the function’s budget.
5. Uses effectively advance time management processes to deal with high workload and tight deadlines.
6. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources.
7. Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and re-planning.

2.5 Detailed Oriented

1. Quickly identifies relevant and irrelevant information to support accurate decision making.
2. Maps out all the logistics and details of a situation to ensure smooth and flawless implementation.
3. Consistently identifies all relevant details that are not obvious in complex situations.
4. Requires the highest standards for accuracy and quality for their work.
5. Establishes processes to ensure accuracy and quality of services delivered by the team.

2.6 Reporting & Communication

1. Designs, reviews and improves reporting processes and provides guidance.
2. Leads production of complex environment reports, takes an editorial role, determines content and level of detail, and ensures consistent messaging and branding.
3. Is relied on by others to help them write complex technical and non-technical documents and briefs.
4. Can determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals.
5. Coaches others and transfers communication skills and knowledge to others.
6. Able to communicate complex problems or concepts, by making them simple and understandable for others.
7. Adapts language to the level of the audience in order to ensure that the message has a positive impact and is interesting to the audience.
8. Is articulate, demonstrates a wide range of vocabulary, and is confident when talking to large/high level audiences.

2.7 Presentation Skills

1. Knows how to deliver arguments persuasively by employing a range of advanced presentation techniques (e.g. the appropriate use of body language, how to close a presentation so that the audience continues to think about the subject matter etc.).
2. Has knowledge of various feedback mechanisms to check levels of audience understanding.

2.8 Computer Skills

1. Consistently uses relevant office software products such as Microsoft Word, Microsoft Projects, Excel, PowerPoint presentations and email packages to an acceptable standard for the job.
2. Has the ability to use standard and/or programme-specific the organisation databases, and merge/import data from one program to another.
3. Adapts method of working to accommodate changes in the technological developments.

Required Personal Attributes

Behavioural Competencies:

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

3.2 Self-Awareness and Self Control

1. Withholds effects of strong emotions in difficult situations.
2. Keeps functioning or responds constructively despite stress.
3. May apply special techniques or plans of time to manage emotions or stress.

3.3 Strategic and Innovative Thinking

1. Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
2. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.

3.4 Driving Delivery of Results

1. Sets challenging goals that will have a significant impact on the business or support the organisational strategy.
2. Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk.

3.5 Teamwork and Cooperation

1. Acts to promote a friendly climate and good morale and resolves conflicts.
2. Creates opportunities for cross-functional working.
3. Encourages others to network outside of their own team/department and learn from their experience.

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

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

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

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

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

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

Key Responsibilities:

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

• Maintain employee compensation records and process salary changes.

• Support annual salary reviews and benchmarking exercises.

• Ensure tax compliance and reporting accuracy.

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

Qualifications:

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

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

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

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

Preferred:

• IPM or GRP Certification.

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

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

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

Key Responsibilities:

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

• Maintain employee compensation records and process salary changes.

• Support annual salary reviews and benchmarking exercises.

• Ensure tax compliance and reporting accuracy.

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

Qualifications:

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

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

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

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

Preferred:

• IPM or GRP Certification.

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

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

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

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

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

CFP Certification

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

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

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Please contact the Nedbank Recruiting Team at +27 860 555 566

If you can't find the job you're looking for, activate job alerts to be one of the first to know when new positions open up.

Nedbank Ltd Reg No 1951/0009/06.
Authorised financial services and registered credit provider (NCRCP16).

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

• 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.

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

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

• 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

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?

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