Vacant Openings at AVBOB South Africa

• Ensure that the finalisation of disciplinary hearing is completed within a 7 day period.   
• Draft reports on disciplinary hearings and counselling           
• Ensure that line managers and employees are served immediately or within a reasonable period depending on each case.
• Facilitate grievances and assist the parties to resolve the issue through mediation.
• Create and manage an administrative system that controls risks to the company and ensure that the systems, controls and processes are appropriate and relevant.
• Keep record of when policies and procedures require an update or review.
• Support the practitioner and manager to draft and amend employment related legal contracts to ensure that the employee and employer are protected.
• Support the practitioner and manager in policy review and to draft policies in order to meet changing legislative requirements and business methods.
• Researching and remaining informed about the latest related legislation to be able to make recommendations regarding changes to policies.
• Draft letter, forms and pleadings in the cause of litigation.
• Provide efficient labour law advice to management through recommendations, memo and consultations.
• Provide Recommendations on litigations and adequate measures to line managers.             
• Manage statistical data relevant to IR and compile reports for analysis and draft recommendation to management regarding problematic issues and how they should be resolved.
• Create and collate bundles of document to be included in litigation at CCMA and Labour Courts
• Provide Administrative and logistical support to the practitioner and manager to ensure that witnesses and relevant stakeholders are prepared for litigation.
• Ensure that correspondence is communicated to the relevant stakeholders.
• Assist in the compiling of annual planned budgets, and Exco REports

Requirements

• LLB Degree.
• Admitted Attorney.
• 3 Years Labour Law expeeience
• 2 - 3 Years’ labour law experience as well as management experience
• Excellent interpersonal and communication skills with the ability to engage stakeholders throughout the organisation
• Highly motivated, proactive and resilient
• Ability to work through tight deadlines and under pressure

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Description

• Marketing of Funeral Insurance, Savings Plans and related products
• Recruit funerals for the Funeral Division

Requirements

• Matric (Grade 12) and/ or tertiary education with 30 credits on NQF level 4
• Comply with FAIS legislation for registration as Fit and Proper individuals:
• Applicants who entered the industry as follows:
• From years 2004 – 2007 requires 30 credits on NQF 4 obtained by 31 December 2009.
• From years 2008 - 2009 requires 30 credits or 60 credits on NQF 4 obtained by 31 December 2011 or full FAIS recognized qualification obtained by 31 December 2013
• All those appointed in the industry from the year 2010 onwards require a full FAIS recognized  qualification
• Clear ITC credit record
• Clear criminal record
• RE 5 will be an advantage
• Marketing experience

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• Capturing daily correspondence and provide written feedback for queries received via email, fax and post, within 3 working days.
• Handling of telephonic queries and following up on non-payments.
• Processing of monthly, daily and weekly discrepancy reports received from the Life Offices or enquiries received from institutions.
• Reconciliations of premiums within 3 working days by validating files and investigating possible premium differences.
• Do policy enquiries on QLink.
• All persal employee files done weekly and electronics employee files done once a month.
• Checking and sending out monthly manual files, correcting of information on schedules received from institutions.
• Providing the senior clerk with statistics as and when required.
• General ad-hoc duties

Requirements

• You should be in possession of a Grade 12 certificate.
• 2 – 3 years relevant experience (Long term insurance will be an advantage

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RESPONSIBILITIES INCLUDE:

• Develop and implement (maintain) a sound remuneration strategy aimed at rewarding people fairly, equitably and consistently in accordance with their value added to the Group.  
• Full end-to-end reward management including philosophy and strategy development, implementation, governance, communication, benchmarking, process and practice development, as well as the required annual cycle reviews for:
• Non-executive Directors in collaboration with Group Secretary;
• Executive Directors;
• Management and general employees.
• Prepare all remuneration proposals including annual remuneration reviews for the Remuneration Committee and take responsibility for the compilation of Remuneration Committee packs.
• Responsible for the development and maintenance of the Remuneration Policy which is ultimately approved by the Board.
• Responsible for recommending amendments to the short and long-term incentive plans to the Remuneration Committee and acts as owner of these rules.
• Directs ongoing benchmarking of all Remuneration policies, programs, and practices to keep management informed of new developments.
• Develop (and recommend) and manage the Group’s pay structure. This includes the delineation and structure of fixed and variable pay systems within the Group, which includes short-term incentives, long-term incentives, commissions, rewards, annual and equity increases. Commissions excludes commission paid to intermediaries.
• Directs the design and develop, and manage appropriate incentive and commission schemes to reward employees across the business in bargaining units, sales, management, etc.  Assist with the recommendations by business units to the People Practices Committee and prepare the recommendations to the Remuneration Committee and the Board.
• Manage the approval of the general employee pay scales and obtain appropriate pay scales for senior management.  Propose management increases based on pay scales and increase rules to the Remuneration Committee and ensure that short-term and long-term incentives are proposed in terms of the scheme rules.
• Accountable that proposed general employees’ increases and bonuses are calculated by the department accurately and in terms of the guidelines for presentation to the People Practices Committee for approval.
• Oversee the preparation of the annual increase process.
• Review of all management’s increase, long-term incentive letters for accuracy.
• Advise on package structuring and take-on arrangements for senior employees.
• Guide and manage the Group’s benefits, including service providers, rate reviews, best practice benefit offerings, benefit communication, relevant advisory committees.
• Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Manage the review of senior management positions’ gradings, including the review and advice on job specifications and structures.  Prepare recommendations for the Remuneration Committee regarding senior management structures based on best practice research.
• Review all requests for manpower to ensure that additional staff or requested changes is required by workload, organisational design principles are complied with, roles are correct levels and that costing is fair.
• Benchmark salary and other related benefits to market practice and recommend cost-effective amendments to remain market related.
• Responsible that salary and related documentation is updated annually for approval by the People Practices Committee.
• Effective management of the Groups’ payroll and administration departments.
• Report through the necessary structure to the Executive Committee, Board and Remuneration Committee on all reward, remuneration, compensation benefits and related aspects for the organisation.
• Create templates and calculation formats to equip and support Talent Acquisition with regards to recruiting the right candidate, and equipping business with the necessary templates and metrics to structure employee packages.
• Minute important Remuneration Committee meetings, particularly those related to annual reviews.
• Direct and ensure that the workforce budgetary prescriptions are managed optimally in line with business protocols and ensure that the workforce financial allocations are determined in accordance with deliverables.
• Develop, lead and maintain a motivated and high performance team.
• Implement performance management in the team, through setting of smart targets that contribute to meeting the Group’s objectives, tracking and monitoring performance.
• Mentor, manage and develop direct subordinates - including continuously providing feedback and coaching to ensure that team members perform at optimum productivity levels.
• Create and maintain a climate conducive to performance to ensure that the departments deliver against objectives.
• Provide advice on sensitive matters to the General Manager: Human Resources, Financial Director and Chief Executive Officer
• Perform any other related duties as requested by management.

Requirements

• A relevant degree.
• A post graduate qualification will be advantageous.
• Minimum 10 years’ remuneration experience in a senior management role.
• Proven experience in leading, coaching and developing teams.
• Broad knowledge and experience in employment and compensation law.
• Demonstrated ability to interact effectively with the Board of Directors.
• Experience in the administration of benefits and compensation programs
• Good employees tax knowledge.
• Experience in managing payroll and HR Systems.
• Knowledge of employee benefits and benefit administration (retirement, risk, medical aid).
• Understanding and experience in various package structures and approaches.