Job Description

Our client, a World leading manufacturing business, seeks a suitably qualified Reward Analyst.

Reporting to the Reward and Technology Director, this is an opportunity for you to focus on remuneration and benefits in the Africa businesses. The Reward team is responsible for developing, implementing and managing compensation and benefit programmes, analysing market trends and business needs, and defining effective and equitable reward structures to support business objectives, talent requirements and the employee value proposition.

Minimum Job Requirements:

• Degree in Business, HR, Organisational Psychology or equivalent.
• Min. 5 to 7 years proven experience in remuneration analysis, reward oversight, and/or incentive management experience.
• Knowledge of Advanced Analytical Tools and Continuous Improvement process.

Competencies:

• Impressive, demonstrable track record and skills/experience gained within a similar position at a similar level.
• Strong numerical and analytical capabilities, with the ability to identify patterns and trends, and transform data into meaningful insights.
• Demonstrated business acumen.
• Highly confident with the use of data tools, including Excel & Qliksense.
• Excellent attention to detail, with a demonstrated ability to provide quality assurance of data.
• Excellent communication and interpersonal skills.
• Proven track record as a collaborative team player.
• Excellent planning, organising and project management skills.
• Self-starter & finisher, with track record of taking initiative and driving change.
• Willingness to travel to all operations in Africa and Europe.

Key Performance Areas:

• Source market intelligence and benchmarking insights through salary surveys and market research, analyse pay trends and ensure competitive pay
• Perform job evaluation and provide input into job architecture to establish equitable job levelling and pay scales/levels
• Evaluate jobs using an internationally recognized methodology
• Advise business leadership on pay-related issues and provide solutions to ensure internal equity and external competitiveness
• Monitor and analyse trends in KPIs related to pay and benefits data, related to business and talent strategies
• Monitor the effectiveness of reward programmes (pay and benefits) and collaborate with Business Unit teams to design and develop new programmes to align with changing business requirements
• Develop and monitor adherence to minimum standards and governance for job evaluation and reward practices
• Provide expert advice and consultation to resolve pay and benefits issues.

Sharon Nurock Recruitment