Total Rewards Manager

1/ Policies and Procedures
- Provision of a comprehensive total rewards solution for the organization;
- Lead the review of the remuneration strategy, remuneration policy, remuneration systems, and guidelines and ensure implementation thereof;
- Guide and assist on the development, implementation and administration of rewards and employee benefits policies.
2/ Remuneration
- Serve as a liaison with reward companies on compensation and benefits issues for salary benchmarking purposes;
- Conduct market analysis and ensure that all programs (pay structures, benefit plans, etc.) are competitive;
- Engage in wider remuneration and benefits communities and participate in industry activities by providing appropriate insights and inputs;
- Advise the organization on compliance requirements of reward policies, relevant systems and tools;
- Monitor the impact on budget and payroll margins and advise the organization accordingly.
3/ Job evaluation
- Ensure that management is consulted on job specifications and requirements;
- Ensure the quality and integrity of job descriptions in line with the organizational framework;
- Ensure that the job grading process takes place as scheduled and consistency is applied at all times;
- Ensure that internal parity and external benchmarks are considered during the job evaluation process;
- Ensure a job evaluation report is submitted quarterly to monitor the trends and alignment to the payroll.
4/ Staff appointment analysis
- Provide recommendations on salary offers and promotions in accordance with the organization's policies to prevent anomalies;
- Ensure that the quarterly appointment reports are prepared and analyzed to ensure effectiveness of our attraction and retention strategy.
5/ Annual performance reviews
- Manage the organization's annual performance process ensuring that contracting and assessments are done periodically;
- Lead the promotions cycle processes and provide analysis of the impact of the outcome to ensure efficiency and effectiveness;
- Assist in drafting submissions to the organization's leadership and BoD.
6/ Bonus program
- Coordinate the annual bonus process and the implementation thereof.
7/ Staff turnover analysis
- Ensure that staff turnover analysis is provided quarterly and the organization is informed of major challenges;
- Establish the organization's labor market and monitor turnover trends by industry and/or discipline;
- Ensure consolidated turnover reports are submitted annually in preparation for annual increases;
- Establish the effectiveness of the organization's attraction and retention strategy.
8/ Benchmarking and survey participation
- Conduct internal and external benchmark studies to ensure that the organization's salaries, incentives and retention strategy are competitive and responsive to the market;
- Participate in salary, benefits and relevant industry surveys and provide a proactive review of market pay and benefit position;
- Participate in salary and wage movement surveys to determine annual increases and prepare annual budgets;
- Ensure understanding of survey processes and interpretation or results in the organization;
- Oversee that the job matching exercise is done to ensure accuracy and relevance of information provided for benchmarking.
9/ Organizational design
- Design and implement a clear strategy for managing the organization in line with its objectives;
- Ensure that goals and strategies are clear in terms of what is expected in terms of performance.
10/ Employee recognition
- Review the recognition statement document periodically to ensure its relevance and alignment to organizational objectives;
- Ensure alignment between organization wide and unit recognition statements;
- Facilitate the organization's wide program biennially;
- Prepare presentations to the organization's leadership for approval.
11/ Long-term and short-term incentives
- Review and maintain the awards policy for relevance;
- Develop and maintain the short-term incentives for the organization.