REM AND BENEFIT PRACTITIONER
Operating Division: Transnet Freight Rail
Employee Group: Permanent
Department: SP-PMM-Remuneration-PKT
Location: Parktown
Reporting To: Specialist: Performance & Remuneration
Grade: G
Position Outputs
Implement, maintain and monitor the total reward system (Remuneration, Service Conditions and Benefits, Short Term Incentive Scheme, Performance Management (management and bargaining unit employees), Benchmarking and Surveys) Annual Salary Increases for Management and Bargaining Unit • Implement and monitor annual salary increase for Management and Bargaining Unit employees as per Transnet’s mandate and Bargaining Council requirements. • Provide guidance and advisory role to payroll managers after calculating the salaries finalized at the negotiated wage agreement. • Quality assure all approved annual salary increase are effected.
Determination of Salary Packages on appointment, promotion, demotions and/or transfers • Determine and calculate salary packages, efficiently and accurately, in accordance with the Transnet Directive, Policies and Agreements. • Run ad-hoc queries that provide reports for the determination of salary packages on appointment, promotion, etc. such as overtime report for the previous 12 months, suspensions, terminations, leave and sick leave, etc. • Implement and calculate counter offers and ensures that it is performed within policy and delegations of authority framework. • Determine salary, compile appointment letters and administer outcome of job evaluation results. • Calculate and advise the incapacity committee on the new salaries provided with alternative work due to incapacity and outcome of Arbitration awards. • Maintain the integrity and confidentiality of sensitive compensation data.
Costing •Determine salaries for budgets, promotions, demotions where applicable in respect of both Bargaining Unit and Management positions. •Provide advice to the business on salaries and make sure that compensation is in line with statutory requirements as well as the company’s Remuneration Philosophy and Governance.
Employment Contracts for Indefinite and Fixed Term Contract employees, grades CDEF •Compile the employment contracts to ensure compliance with the basic conditions of Employment Act, which are to be aligned with company’s remuneration policies. •Driving and monitoring the implementation of related policies and procedures and ensuring that non-compliance is addressed and corrected;
Implement and monitor skill based increases and ensure that it is applied correctly and in line with policy and agreements. •Determine, maintain and ensure correct application of the Transnet Trainee Directive and policy guidelines governing the pay progression of engineers and technician in training. •Analyze and maintain pay progression in respect of Technicians obtaining ECSA registration and/or BTech qualification. •Monitor and maintain pay progression of Train Movement and Artisan personnel and provide specialist advice to People Management and Payroll to ensure correct application of Train Movement and Artisan agreements.
Maintain Performance Management for both BU and Non BU Employees •Manage the entire PM cycle (Planning, Mid-Year and Final Assessment) in accordance with Transnet Performance Management policy. •Generate, analyze and present reports detailing the statuses of PM cycle to the People Management community on weekly basis. •Provide, guide and implement training and information session to the business on when and how to hold performance conversation. •Guide PMBP’s with quality assurance process of PM scorecards to ensure alignment with Corporate Plan and PM Policy.
Incentive Scheme •Execute the incentive scheme in accordance with the ground rules. •Recommend STI corrections to People Management and Payroll and to upload. Pay Progression •Investigate, analyze salary queries and provide specialist guidance to ensure correct pay progression. • Implement pay progression performance based salary increases of bargaining unit employees (H – L) governed by the Pay progression model.
Reward and Recognition Scheme and Long service awards
•Annual review of TFR Reward and Recognition Framework to ensure its relevance and alignment to the objectives of the organization. Manage and Oversee the reward and recognition scheme (On the spot, GM’s and CE’s Awards)
•Review and Roll out the TFR reward and recognition framework
•Manage and oversee reward and recognition budget and allocate payment to the recipients. Manage and Oversee Long service awards program
•Validate the report from PMBP’s ( Eligibility of employees)
•Manage the long service awards budget and certificate procurement process
Leave
•Maintain, Investigate and provide guidance and support to ensure alignment with the management Leave Policy and Variation Agreement. •Prepare and analyze the monthly Leave encashment report and circulate for budget purposes.
Conditions of Service
•Guide and advise on the development, implementation and administration of rewards and employee benefits policies. •Monitor, maintain and provide specialist advice to People Management and Payroll to ensure correct application of the Variation Agreements.
Cell phones
•Process and authorize Cellphone upgrades, new applications, sim swaps and blacklisting, technical reports in line with the policy.
•Validate account and provide information to the service provider •Provide Cellphone champion services to People Management Community.
Travel Benefit
•Guide and assist on the development, implementation and administration of the Travel Benefit Policy and other Employee Benefit Policies.
•Provide researched input to Travel Benefit policy
•Authorize Rail and Air Travel Concession (Ex Parliament Ministers, etc.), Red and Gold card holders and Transnet Pensioners
•Deal with queries from Transnet Pensioners, employees and HR
•Provide guidance and training where applicable
Projects
•Manage and implement remuneration projects to enhance HC systems and improve business efficiency within the specified timeframes and budget.
Qualifications and Experience
•Bachelor’s Degree in Human Resources, Business or related field
•Minimum of 5 years’ relevant working experience in Remuneration, benefits, rewards, pension, retirement and medical aid, etc.
•SARA GRP certification will be an added advantage. OR ROC:
• Grade 12 or NQF Level 4 with certificate preferable in Human Resources Management or related field.
•At least with a minimum of 8 years’ experience relevant to the position applying for.
Competencies
Knowledge:
•Thorough knowledge of HR (specifically Remuneration and Performance Management) principles and practices. •Thorough knowledge of Labour Relation Act and related acts
•External courses in Remuneration and Reward systems
•Advanced knowledge of HCM SAP
•BCEA and Variation Agreement
•HR Policies and Agreements Skills required:
•MS Word, MS Excel, MS Outlook and MS PowerPoint
•In depth Knowledge of SAP
•Analytical and diagnostic abilities •Deadline driven and a team player
•Able to handle superior level of confidentiality concerning employee information
•Excellent time management & planning skills
•Be able to handle superior level of confidentiality concerning employee information and data
•Research skills (Qualitative and Quantitative) and experience is essential •Salary benchmarking, design and implementation of reward programmes Competencies Required:
•Quality assurance
•Customer Care
•Good Interpersonal Skills •Communication Skills
•Understanding of Code of Ethics •Attention to detail
•Results orientated
•Time conscious
•Pro-active
•Train the trainer
Equity Statement
Preference will be given to suitably qualified Applicants who are members of the designated groups in line with the Employment Equity Plan and Targets of the Organisation/Operating Division.
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