Leading global healthcare group is on the lookout for a Group HR and Rewards Manager.
In this role, you will develop and implement HR operations strategies and compensation programs designed to attract, retain, and motivate talent. You’ll ensure that all HR functions—such as recruitment, employee relations, training, and development—are aligned with the organization’s goals. Additionally, you will manage the design and administration of competitive compensation and benefits packages to uphold market competitiveness and ensure compliance with legal standards.
Qualifications: - BCom Human Resources
- SARA Accreditation – Chartered Reward Specialist / Chartered Reward Strategist
- GRP (Global Remuneration Professional)
Skills: - 5 years’ experience as an HR Manager
- 10 years’ experience in Total rewards management
- Multi-national experience – Africa and Global
- Employment law, employee relations, and transformation
- HR Reporting and analytics
Job Description: - Lead the Group’s remuneration philosophy and policy with the Chief HR Officer and CEO.
- Align reward strategies with performance and talent management processes.
- Conduct benchmarking to maintain competitive reward practices.
- Develop incentive schemes that support Group strategy.
- Educate business and HR teams on reward and benefits across the Group.
- Oversee the annual salary review process.
- Partner with senior leaders to ensure fair and consistent compensation.
- Establish and communicate governance standards for reward and benefits.
- Work with Group HR Heads on initiatives like performance and talent management.
- Manage communication and change efforts for remuneration and benefits initiatives.
- Oversee job evaluation process across the Group and educate the business accordingly.
- Reporting, such as Employee Cost, Headcount reporting, and prepare HRCC packs and report on various remuneration, payroll, and benefits metrics on a monthly basis.
- Oversee and ensure proper processes are followed to ensure the successful onboarding and offboarding of employees.
- Implement policies and procedures to effectively manage and guide the group in terms of legislature, good conduct, insubordination, offences, and disciplinary hearings.
- Drive a continuous performance culture.
- Assist in defining roles.
- Anticipate and plan for future organization structures based on long-term vision and strategic direction.
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