Qualifications and Experience

• Bachelor’s degree in human resources, Industrial Psychology, Business Administration, or a related discipline.
  

• Postgraduate qualification in Reward, Human Resources, or a related field is an advantage.
  

• Minimum of 6-8 years’ experience in reward, remuneration, or broader Human Capital roles, preferably within financial services or a complex corporate environment.
  

• Demonstrated experience across end-to-end reward practices, including remuneration, incentives, benefits, and role grading.
  

• Proven experience partnering with business stakeholders and senior leaders.
  

Reward & Remuneration

• Partner with business units to support the design, implementation, and ongoing management of remuneration and reward frameworks aligned with organisational strategy and business priorities.
  

• Conduct salary benchmarking and participate in internal and external remuneration surveys to support market competitiveness and internal equity.
  

• Support annual reward processes, including salary review cycles, incentive schemes, and bonus allocations.
  

Role Grading & Job Architecture

• Facilitate and manage role evaluation and grading processes, ensuring consistency, fairness, and adherence to approved methodologies.
  

• Apply role grading outcomes to remuneration decisions in line with policy, governance, and budgetary requirements.
  

• Maintain accurate and up-to-date role, grading, and job architecture data across the organisation.
  

Employee Benefits

• Monitor market trends and conduct benchmarking to inform recommendations on employee benefit offerings.
  

• Support the implementation, administration, and ongoing management of employee benefit programmes.
  

• Respond to benefit-related queries and provide clear, accurate guidance to employees and managers.
  

Governance, Compliance & Risk

• Ensure reward and benefits practices comply with relevant legislation, internal policies, and governance frameworks.
  

• Maintain current knowledge of regulatory requirements, industry best practices, and internal standards.
  

• Support audits, reviews, and risk management activities related to reward and remuneration.
  

Stakeholder Engagement & Advisory

• Act as a trusted advisor to Human Capital Business Partners and line managers on reward related matters.
  

• Provide guidance on reward policies, processes, budgets, and employee queries.
  

• Prepare high quality reports, presentations, and documentation for remuneration committees and senior stakeholders.
  

Process Improvement & Data

• Analyse reward data and trends to identify insights, risks, and opportunities for improvement.
  

• Drive continuous improvement through process optimisation, standardisation, and automation where possible.
  

• Deliver accurate, timely, and insightful reporting in line with service standards and business requirements.
  

HC Cross Pillar Support

• Contribute to the delivery of broader Human Capital initiatives across the employee lifecycle, including performance management, talent management, organisational effectiveness, learning and development, and HC operations.
  

• Support cross functional HC projects and change initiatives in alignment with Group and in country priorities.
  

• Collaborate with HC Business Partners and Centres of Expertise to ensure alignment and integration of reward practices with other HC frameworks.