TOTAL REWARDS EXECUTIVE - Tych Business Solutions - Durban

Job ID: 83890 Date Posted: Posted 17 hours ago Expiration date: March 8, 2024 Location: Durban Job Title: TOTAL REWARDS EXECUTIVE – DURBAN – KWAZULU NATAL Main Responsibilities (summarize in short sentences the key responsibilities and tasks that require 5% or more of the time of the incumbent) Compensation Management: Develop and implement compensation strategies that align with the organization’s goals and objectives. Conduct market research and analysis to ensure the organization’s compensation packages are competitive. Manage the annual salary review process, including budgeting, analysis, and communication. Develop and maintain job descriptions and salary structures. Payroll Management: Oversee the payroll process, ensuring accuracy and compliance with all relevant laws and regulations. Manage payroll vendors and systems, ensuring they meet the organization’s needs. Develop and maintain payroll policies and procedures. Benefits Management: Develop and implement benefits strategies that support the organization’s goals and objectives. Manage the organization’s benefits programs, including health, retirement, and wellness programs. Conduct regular audits of benefits programs to ensure compliance with all relevant laws and regulations. Data Analysis and Reporting: Analyze compensation and benefits data to identify trends and make informed decisions. Develop and maintain reports and dashboards to track key metrics and communicate results to senior leadership. Compliance: Ensure compliance with all relevant laws and regulations related to compensation, payroll, and benefits. Stay up-to-date on changes in laws and regulations and make recommendations for changes to policies and procedures as needed. Employee Communication: Develop and maintain communication strategies to ensure employees understand their compensation and benefits packages. Provide guidance and support to employees on compensation and benefits-related questions and issues Education and Qualification (What is the minimum qualification or education that would be required for this role) Bachelor’s degree in Human Resources, Organisational Development, Business Administration, or a related field. Knowledge and Skill (what kind of knowledge and skill is required in this role – basic skills, technical skills, specialized, analytical) Communication: The ability to effectively convey information, ideas, and instructions to individuals and groups, both verbally and in writing. Interpersonal Skills: The ability to build and maintain positive relationships with colleagues, clients, and stakeholders. Leadership: The ability to inspire and motivate others to achieve common goals and objectives. Problem-Solving: The ability to identify and solve problems in a timely and effective manner. Time Management: The ability to manage one’s time effectively and prioritize tasks to meet deadlines. Technical Skills: Certified Compensation Professional (CCP) or Certified Benefits Professional (CBP) designation preferred. Microsoft Office Suite: Proficiency in using Microsoft Word, Excel, PowerPoint, and Outlook for creating documents, spreadsheets, presentations, and managing emails. Project Management: The ability to plan, execute, and monitor projects to achieve specific goals and objectives. Data Analysis: The ability to collect, analyze, and interpret data to make informed decisions and recommendations. Specialized Skills: Organizational Development: The ability to develop and implement strategies and initiatives that support the growth and development of employees and the organization as a whole. Talent Attraction and Retention: The ability to attract and retain top talent by developing and implementing effective recruitment, onboarding, and retention strategies. Performance Management: The ability to manage employee performance by setting clear expectations, providing feedback, and evaluating performance. Change Management: The ability to manage change by identifying potential risks and challenges, communicating effectively, and supporting employees through the change process. Analytical Skills: Critical Thinking: The ability to analyze information, identify patterns, and make logical decisions. Problem-Solving: The ability to identify problems, evaluate potential solutions, and implement effective solutions. Data Analysis: The ability to collect, analyze, and interpret data to make informed decisions and recommendations. Decision-Making: The ability to make decisions based on available information, considering potential risks and benefits. Strategic Thinking: The ability to think strategically and develop long-term plans and goals for the organization. Additional Skills: Adaptability: The ability to adapt to changing circumstances and environments. Teamwork: The ability to work effectively as part of a team, collaborating with others to achieve common goals and objectives. Creativity: The ability to think creatively and develop innovative solutions to problems. Emotional Intelligence: The ability to understand and manage one’s own emotions and the emotions of others. Ethical Conduct: The ability to act with integrity and adhere to ethical standards and principles. Cultural Competence: The ability to work effectively with individuals from diverse cultural backgrounds. Conflict Resolution: The ability to resolve conflicts and disagreements in a constructive and respectful manner. Presentation Skills: The ability to deliver clear and engaging presentations to individuals and groups. Negotiation Skills: The ability to negotiate effectively to achieve mutually beneficial outcomes. Networking Skills: The ability to build and maintain professional relationships with colleagues, clients, and stakeholders. Experience and Training (What kind and how many years of experience must the incumbent have had in order to be proficient in the role) 10 years of experience in organisational development, talent attraction, talent management, talent retention, performance management, change management, leadership development, BBBEE, and Employment Equity. Strong understanding of best practices in organisational development, talent attraction, talent management, talent retention, performance management, change management, leadership development, BBBEE, and Employment Equity. Problem Solving (What kind of problems is the incumbent likely to need to solve?) Technical or analytical Own area or across divisions As a Total Rewards Executive, the incumbent is likely to encounter a range of problems that require both technical and analytical skills. These problems may arise within their own area of responsibility (compensation, payroll, and benefits) or may span across divisions within the organization. Here are some examples of problems the incumbent may need to solve: Compensation Analysis and Strategy: Analyzing market data to ensure the organization’s compensation packages are competitive. Developing strategies to address pay equity issues and ensure fair compensation practices. Identifying opportunities to improve the organization’s compensation structure to attract and retain top talent. Payroll Process Improvement: Identifying inefficiencies in the payroll process and developing solutions to streamline processes. Troubleshooting payroll errors and discrepancies to ensure accurate and timely payments. Implementing new payroll systems or technologies to improve efficiency and accuracy. Benefits Program Management: Analyzing employee feedback and engagement data to identify opportunities to improve benefits programs. Evaluating the cost-effectiveness of current benefits offerings and making recommendations for changes. Managing the open enrollment process and ensuring employees have access to the information they need to make informed decisions. Compliance and Regulatory Issues: Staying up-to-date on changes to labor laws, tax laws, and other regulations that impact compensation, payroll, and benefits. Ensuring the organization is in compliance with all relevant regulations and making recommendations for changes as needed. Addressing any compliance issues that arise, such as wage and hour violations or benefits eligibility disputes. Strategic Planning and Alignment: Working with senior leadership to develop long-term strategies for compensation, payroll, and benefits that align with the organization’s goals and objectives. Identifying potential risks and opportunities related to total rewards programs and making recommendations for improvement. Communicating the value of total rewards programs to employees and stakeholders and ensuring alignment with the organization’s culture and values. Cross-Divisional Collaboration: Collaborating with HR, finance, and other departments to ensure that total rewards programs are integrated and aligned with the organization’s overall strategy. Working with other departments to address any issues that arise related to compensation, payroll, and benefits. Building relationships with key stakeholders across the organization to ensure buy-in and support for total rewards initiatives. Data Analysis and Reporting: Analyzing data related to compensation, payroll, and benefits to identify trends and make data-driven decisions. Preparing reports and presentations for senior leadership and other stakeholders to communicate the impact of total rewards programs. Using data to evaluate the effectiveness of total rewards programs and make recommendations for improvement. Customer Relationships (To what degree is the role holder interacting with internal and external people. Explain the nature of their interaction with internal and external people) Internal Interactions: Senior Management: The role holder interacts with senior management to understand the strategic goals and objectives of the organization and to align talent management and development strategies with these goals. HR Team: The role holder collaborates with the HR team to develop and implement talent management and development programs, ensure compliance with HR policies and procedures, and address any HR-related issues. Department Heads and Managers: The role holder works closely with department heads and managers to identify talent management and development needs, provide support and guidance on performance management, and address any issues related to talent retention and development. Employees: The role holder interacts with employees to understand their training and development needs, provide coaching and feedback, and support their career development. Employee Representatives: The role holder may interact with employee representatives, such as employee councils or unions, to address any concerns related to talent management and development. External Interactions: Consultants: The role holder may interact with consultants to provide expertise and guidance on reward related strategies, change management, and other related areas. Industry Associations: The role holder may interact with industry associations to stay updated on best practices, trends, and developments in talent management and development. Regulatory Bodies: The role holder may interact with regulatory bodies, such as the Department of Labour or the Commission for Employment Equity, to ensure compliance with relevant regulations and requirements. Decision Making (Describe the type of decisions the job holder would make, what level of discretion do they need to apply?) Time frame of his decision impact • Compensation Decisions: Setting salary ranges for different job levels and positions within the organization. Determining individual salary increases based on performance and market data. Making decisions about bonuses, incentives, and other forms of compensation. Payroll Decisions: Approving payroll runs and ensuring that all employees are paid accurately and on time. Making decisions about payroll deductions, such as taxes, benefits contributions, and garnishments. Resolving payroll errors and discrepancies. Benefits Decisions: Selecting and managing benefits programs, such as health insurance, retirement plans, and other employee benefits. Making decisions about changes to benefits offerings, such as adding or removing benefits or changing coverage levels. Evaluating the cost-effectiveness of benefits programs and making recommendations for changes. Compliance Decisions: Ensuring that the organization is in compliance with all relevant regulations related to compensation, payroll, and benefits. Making decisions about how to address compliance issues, such as wage and hour violations or benefits eligibility disputes. Making recommendations for changes to policies and procedures to ensure compliance. Strategic Decisions: Developing and implementing long-term strategies for compensation, payroll, and benefits that align with the organization’s goals and objectives. Making decisions about how to allocate resources to total rewards programs to achieve the desired outcomes. Evaluating the effectiveness of total rewards programs and making recommendations for improvement. Cross-Functional Decisions: Collaborating with HR, finance, and other departments to ensure that total rewards programs are integrated and aligned with the organization’s overall strategy. Making decisions about how to address issues that arise related to compensation, payroll, and benefits. Building relationships with key stakeholders across the organization to ensure buy-in and support for total rewards initiatives. Leadership / Supervision How many Subordinates does the incumbent have? (Does the incumbent have subordinates? Is the incumbent responsible for coordinating and / or allocation of work and /or supervision and or direct management the work activities of subordinates?) 2 direct reports (DL’s) 15 C Band Competencies (What competencies or leadership standards does the incumbent require in order to perform role? Strong customer service ethos High analytical ability Proven ability to influence across a peer set High levels of self-drive Detail orientation Communication What communication, verbal and or written does the incumbent need to carry out in order to perform the job. Strong written communication – correspondence with all stakeholders both internal and external. Confidence to speak comfortably with across the various layers of the organisation. Ability to articulate clearly strategic direction internally. Comfort in handling performance management verbally and in writing. Apply Now

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TOTAL REWARDS EXECUTIVE - Durban

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