Senior Manager: Reward & Performance at The Special Investigating Unit

Main purpose: 

• To manage the development and administration of the Special Investigation Unit’s Reward and Performance Management strategy to attract, retain and motivate staff.
• Also responsible for leading the development, implementation, and management of reward, performance, and payroll strategies, policies, and programs to ensure alignment with the SIU’s strategic objectives.
• This role will focus on creating a high-performance culture through effective performance management systems, competitive reward structures, and efficient payroll operations.

Minimum qualification and experience:

•  B Honours Degree in Human Resources Management (NQF 8). 6 to 8 years experience in remuneration and performance, of which 4 years is at a management level.

Key performance areas (Include but not limited to): 

• Strategic Leadership: Develop and implement reward and performance strategies that align with the SIU’s goals and objectives.
• Policy Development: Create and maintain reward and performance policies, ensuring they are up-to-date and compliant with relevant legislation.
• Implement Performance Management System: Oversee the performance management system, including setting performance standards, conducting performance reviews, and managing performance improvement plans. Operational Planning and Implementation:
• Payroll Management: Ensure accurate and timely payroll processing, including managing payroll systems, compliance with tax regulations, and resolving payroll-related issues.
• Reward Management: Design and manage compensation structures, including salary benchmarking, incentive programs, and recognition schemes.
• Data Analysis: Analyse performance and reward data to provide insights and recommendations to SIU executive management.
• Stakeholder Engagement: Collaborate with SIU Management and Human Capital management to ensure alignment and effective implementation of reward and performance programs.
• Compliance: Ensure all reward and performance practices comply with legal and regulatory requirements.
• Learning and Development: Provide guidance and training to managers and employees on performance and reward-related matters. Budget Management. Staff Management.

Technical skills: 

Strategic Thinking:

• Ability to develop and implement long-term strategies.  
• Analytical Ability: Strong skills in data analysis and interpretation.
• Decision Making: Proven ability to make sound decisions based on data and insights. Communication:
• Excellent verbal and written communication skills. Relationship management and Influencing Skills:
• Ability to form and manage relationships and influence and engage stakeholders at all levels.
• Ethical Practice: High level of integrity and ethical standards

Required knowledge and behaviour (include but not limited to): 

• Sound knowledge of remuneration and compensation principles and best practices. Sound Knowledge of performance management systems.
• Sound Knowledge of payroll systems, policies and procedures.
• Sound Knowledge of the applicable HR legislation (e.g. Basic Conditions of Employment Act). Intermediate MS Office proficiency. Knowledge of financial principles.
• Team Player. Attention to detail.
• Deadline driven. Collaborative.
• Customer focused. Work under pressure.
• Results-oriented.
• Confidentiality.