Our client is seeking a Compensation, Benefits and Remuneration Specialist (not an HR Generalist) with experience in South Africa as well as other Sub-Saharan countries.
You will have experience of the laws and legislation in SA other African countries pertaining to Compensation, Benefits and Remuneration.
This position reports into the Director (People/HR) and has 1 direct report.

Qualifications required:
Bachelors Degree in Human Resources or equivalent
5-8 years' experience in a similar role

Responsibilities include:

• Design and implement the compensation and benefits strategy for South Africa and the sub-Saharan region by analysing market trends, aligning compensation frameworks with occupational levels, preparing compensation proposals, benchmarking, leading salary reviews and proposing compensation structures, annually and as required
• Manage compensation engagement and communication by liaising with the Global Compensation and Benefits, local third-party service providers (RemChannel) and internal stakeholders, educating employees on benefits and coaching stakeholders on the global compensation framework
• Design and implement incentive and recognition programs by understanding the business imperatives and market dynamics, plotting job descriptions against the organizational structure and compensation framework, aligning performance ratings to short-term incentives and communicating and educating employees on all company benefits, annually and as required
• Complete performance analysis and reporting by analysing date for retirement and other benefits, generating reports on salary distribution, conducting industry trend analysis and providing performance reports on retirement benefits and salary distribution, quarterly and as required
• Design and manage the mobility benefits function by understanding standards and regulations for each country in the region, understanding the immigration process for each country, identifying service providers for benefits and relocation services, advising on per diems, establishing a global mobility committee and maintaining constant communication with inbound and outbound employees
• Monitor departmental regulatory and compliance requirements by reviewing statutory amendments and updating policies and procedures
• Develop budgets by understanding operational requirements, drafting budget and submitting for approval annually
• Manage expenditure by tracking spend against budget, reviewing and approving costs, identifying areas of under- or over-spend and implementing corrective action monthly
• Manage security and disaster recovery of departmental information by reviewing measures in place, identifying risks and implementing mitigating measures
• Manage departmental risk by developing the departmental risk management framework, overseeing the population and maintenance of the framework, reviewing risk management strategies, identifying areas for improvement and driving implementation quarterly
• Manage performance of staff by setting performance expectations, monitoring work delivery, providing feedback on performance, identifying performance concerns and implementing corrective action
• Develop staff by understanding development needs, supporting staff skills development, mentoring staff and monitoring skills improvement
• Monitor and manage implementation of HR policies and procedures by monitoring compliance, identifying and addressing areas of non-compliance, and implementing corrective action