Chairperson of REMCO
Bonitas Medical Scheme
Total years of experience :26 years, 3 Months
Ensure governance is followed guided by the Remuneration Committee (REMCO) Charter and King IV. and make recommendation to the Board on issues tabled at REMCO.
•Develop and implement Remuneration policies and guidelines in line with best practice across Barloworld Equipment globally.
•Provide thought leadership in the development of innovative approaches talent attraction and retention.
•Directly lead and provide guidance to a team of Centre of Excellence Specialists (Reward & Global mobility, HRIS and Shared Services).
•Ensure regular benchmarking to ensure internal equity and external competitiveness.
•Manage the Focal Point review process encompassing merit increases, Bargaining Unit increases, Short-term incentive and Long-Term Incentives.
•Annually review short term incentive targets and guidelines in line with the Fiscal year objectives and performance management policies.
•Ensure regulatory compliance on pay practices in South Africa and Rest of Africa (ROA) markets.
•Manage the Expatriates end to end process in 7 countries (Angola, Botswana, Namibia, Malawi, Mozambique, Zambia and Russia)
•Benchmark benefit offerings on medical schemes, retirement and risk benefits across BWE territories
•Review recognition schemes and programmes to make sure they are effective and relevant.
•Represent employer on Trustees and management committees of the pension and medical schemes.
•Staying abreast of legislative changes, trends etc. to ensure a quick response to market changes and compliance
•Prepare and present material for Remuneration Committee (REMCO) in line with King IV governance compliance.
•Recommend Share allocations to the CEO in line with the talent retention strategy for approval by Group REMCO.
•Manage vendor relationships to ensure optimal service delivery and negotiate contract renewals.
•Collaborate with key stakeholders to support business objectives and talent engagement
Provide expertise consulting services from strategy development to ensuring the optimal engagement of human capital. Service offerings includes tailoring people planning budgets to suit operational plans, conduct job evaluations, salary structure design and update, developing & reviewing performance management systems and linking them to salary reviews, benchmarking, incentive scheme design, developing recognition programs, global mobility advise and compiling REMCO reports.
Reason for Leaving: Role impacted due to Group Integration (M&F integrating to Old Mutual)
Summary of Duties:
•Develop Total Rewards Strategies to support the company strategy in attracting and retaining top talent.
•Direct and lead the Total Rewards functions which encompass Compensation, Benefits, Recognition, Mobility, HRIS and HR Shared Services.
•Prepare and present material for Remuneration Committee and contribute material for the annual report statements.
•Partner with business to deliver cutting edge rewards solutions
•Manage the Focal Point review process, including Merit, Short-term incentive and Long-Term Incentives
•Manage the share allocations the liaise with Nedbank on the vesting schedules and payment of dividends
•Manage employee benefits and wellness programs to increase staff engagement and productivity.
•Direct the mobility program including relocation, immigration, tax as well as compensation and benefits of assignees.
•Conduct Compensation Audits and HR System Audits to monitor data quality and integrity.
•Oversee the job evaluation processes and manage disputes from Business.
•Direct the benchmarking and salary survey submission process and analysis of results to guide the organisation in its talent management strategy.
•Manage vendor relationships to ensure optimal service delivery.
•Provide leadership and coaching to a team of 6 FTEs
Reason to Leave: Company acquired, and role became redundant
Summary of Duties:
•Partner with HR Leaders in 29 countries to ensure the implementation of the Global Compensation Strategy.
•Centrally lead the Compensation projects across Europe, Middle East and Africa to ensure alignment and consistency while adhering to local legislation.
•Coordinate the Compensation Budget for Merit planning
•Manage the Focal Point review process, including Merit, Short-term incentive and Long-Term Incentives
•Prepare increase schedules for the Bargaining Unit and ensure they are uploaded on Workday
•Manage Employee Wellness Programme.
•Manage SLA with Benefits vendors and ensure that all emerging countries in EMEA have health insurance for employees.
•Conduct Compensation Audits and HR System Audits to monitor data quality and integrity.
•Support the Business with job evaluation requests and benchmarking.
•Participate in various salary surveys, analyse results and provide recommendations to the business.
•Provide leadership and coaching to a team of 3.
Reason for Leaving: Relocation back to South Africa
Summary of Duties:
•Develops compensation strategies, policies and processes and support the implementation of compensation programs for the International Business in eleven countries.
•Partner with International HR Directors in Latin America (LATAM), Europe, Middle East and Africa (EMEA) to provide high level of service, advice, consultation and expertise on all Compensation matters.
•Conduct compensation related due diligence during Mergers and Acquisitions.
•Lead the Total Rewards projects and implementation of new compensation programs and systems (Oracle Fusion and Job Banding).
•Partner with the Corporate Comp Team to ensure alignment of International Compensation to Corporate Strategy.
•Review and approve job banding done by the countries to ensure consistency and alignment.
•Facilitate and manage the Performance Review process including compensation training, the year-end merit, equity and promotional increase process, incentive bonuses as well as Equity grants.
•Oversee the survey submission process internationally and use the results to conduct competitive analysis, make year-end recommendations and produce senior management reports.
•Develop pay structures for new markets and annually review countries’ salary structures and make recommendation for changes where necessary.
•Indirect management of Country Compensation and Benefits Specialists by providing training and skills impartation on all areas of Total Rewards.
•Contribute and prepare material for the Compensation Committee.
•Support the HR Vice President on all compensation related matters for LATAM and EMEA
Reason for Leaving: Relocation to USA
Summary of Duties:
•Developed reward policies across Africa and ensured compliance to local legislation.
•Ensured talent attraction by making competitive offers which were aligned to Ericsson pay philosophy.
•Managed process involved in International Mobility and repatriation.
•Developed the salary structure for emerging markets.
•Conducted Compensation due diligence for new markets.
•Conducted market intelligence and updated pay structures to facilitate talent attraction and maintain cost sustainability.
•Administered the incentive schemes (STI, LTI, Sales Incentives and Stock Purchase Plan).
•Managed the job evaluation process and ensured results were fair and equitable.
•Managed and administered the Annual Focal Point Review Process.
•Prepared recommendations of annual salary reviews for approval by Leadership Team.
•Managed the performance review process and ensured rewards were linked to performance for Ericsson Africa.
•Facilitated the employee wellness program through an outsourced vendor.
•Managed the administration of employee benefits
•Managed Service Level Agreements (SLAs) with vendors.
•Provided leadership to the team through coaching and mentorship of subordinates to ensure team and individual career success.
Reason for Leaving: Global Remuneration Exposure
Summary of Duties:
•Developed a Reward Strategy for the Organisation and ensured implementation thereof.
•Design of the Rewards and Recognition policy to support the Human Capital Strategy.
•Ensured talent attraction by making competitive offers which were aligned to our pay philosophy.
•Proactively reviewed salary benchmarks to facilitate talent attraction and retention.
•Managed Service Level Agreements with survey vendors.
•Managed the job evaluation process and ensured results were fair and equitable (Hay System).
•Managed the Recognition Programs.
•Prepared the Board Packs for salary review approval.
•Managed and Performance Management process to ensure rewards was linked to performance.
•Designed the incentive schemes (Short Term and Long Term).
•Designed and reviewed the matrices that support the performance objectives at organisational level.
•Lead the bonus task team to ensure compliance with the Performance Management Process.
•Provided internal consulting service on all rewards related matters.
•Provided mentoring and leadership guidance to subordinates.
Reason for Leaving: Headhunted/Career Progression
Summary of Duties:
•Implemented of Compensation and Benefits policies and ensured compliance with related legislation.
•Gathered data for participation in surveys and benching exercises.
•Analysed data and survey results as well as provided recommendations to the business.
•Managed the Simba Retirement Fund (Principal Officer and act as an Employer Trustee on the Simba Provident Fund) to ensure legal compliance and sound financial management.
•Managed the Service Level Agreements with the appointed service providers and coordinates annual medical option plans as well as member education.
•Conducted the cost modelling prior the focal point review.
•Prepared the compensation and benefits budget for the entire organisation.
•Monitored and controlled the HR Budget.
•Facilitated the job evaluation process (Hay system).
•Facilitated the performance and rewards programs.
•Administered the Long-Term Incentive scheme.
•Prepared market related salary offers in relation to internal equity.
•Responsible for the compensation and benefits audit compliance as per SOX.
Reason for Leaving: Career growth
Summary of Duties:
•Advised clients on the remuneration philosophy that dealt with how to attract, motivate and retain human capital.
•Educated clients on different pay structures. (e.g. Total cost vs. Basic plus Benefits, LTI and STI).
•Conducted research on remuneration practices.
•Cultivated and maintained client relations.
•Gathered and analysed data from clients for participation in various remuneration surveys.
•Offered consulting services on job profiling and evaluation. (Peromnes, Paterson and Task)
•Published remuneration surveys on six different industries namely, Medical Aid Administrators, Insurance, IT, Tertiary Institutions, Project Engineering and Building as well as Construction Engineering.
•Kept abreast of knowledge and awareness of global market trends through surveys, research and networking.
Reason for Leaving: Career Change
Summary of Duties:
•Generation of appointment letters and assisting new recruits with package structuring.
•Administration of medical aid, pension fund and UIF application as well as terminations.
•Payroll processing and checking of +/- 1600 staff on weekly, midrun and main run using the Unique system.
•Overseeing the team’s payroll input and handling complicated queries.
•Reconciling payroll monthly and Year End PAYE.
•Facilitating the Performance Management and Rewards Process.
•Prepared ad hoc reports for the Exco Meetings.
•Prepare data for negotiation with SASBO.
•Conducted exit interviews, debt recovery from exiting staff and processing termination payments.
of journals using SAP, preparation of bank reconciliations, audit reports from MIS, payment of creditors, asset verification, costing and budget control function.
courses: Higher Certificate in Payroll Administration Damelin College