Qualifications:

• A university under-graduate degree in either business or social sciences.
  
• A post graduate HR diploma or relevant HR professional qualification is an added advantage.
  
• A professional accounting or finance qualification is an added advantage.
  

Experience / skills required:

• Reward Benchmarking Cycle: Accountable for the annual salary benchmarking cycle by guaranteeing the quality, reliability and relevance of the survey data from our survey providers. Provide commercially focused analytical insights critical for compensation management e.g. Identify pay gaps, outliers and risks. This will also extend to Independent Non-Executive Directors (INED) Remuneration Surveys
  
• Annual Reward Cycle: Lead the implementation of the benchmarking outcomes and recommendations in the Annual Reward Cycle (ARC) at the business unit level. Provide reward expertise and guidance to the HR Business Partners and functional leads in the calibrations ensuring adherence to the merit budgets.
  
• Support with the delivery of the Fair Pay including Pay Equity and Living Wage analysis programs to align with our ambition of being a modern and forward-thinking employer.
  
• Reward Communication and Engagement: Develop and lead all aspects of the yearly reward communication and participation plan to improve reward capability that fosters employee engagement and performance.
  
• Participates in shaping and developing new reward programs, policies and principles in line with business priorities.
  
• Partnership with the finance teams for people cost planning and budget modelling in line with the business planning cycle.
  
• Job Evaluation: Participate and support in the job evaluation process, maintaining the job evaluation policy and approval frameworks.
  
• Support with the design and Execution of the short-term incentives ensuring adherence to the set incentive frameworks.
  
• Collective Bargaining Agreements: Partner with the Supply teams to provide Macro-economic insights to support with the union CBA negotiations.
  
• Business As Usual (BAU) Support: To be the first point of contact for HR Business Partners, Talent Engagement, People Managers and employees for business-as-usual queries e.g. advising on affordability of pay decisions and policy interpretation.
  
• To act as the main contact for compensation-related third-party providers. You will ensure services are delivered effectively according to Service Level Agreements and the reward standard.