Executive Director: Human Resources. Senior HR Manager: Compensation & Benefits Peromnes 5. Compensation & Benefits Specialist.

Transcription

1 HR191 JOB DESCRIPTION NOTES Forms must be downloaded from the UCT website: This form serves as a template for the writing of job descriptions. A copy of this form is kept by the line manager and the job holder. Position title Job title (HR Practitioner to provide) Job grade (if known) Payclass 11 Academic faculty / PASS department Academic department / PASS unit Division / section POSITION DETAILS Compensation & Benefits Specialist Senior Remuneration Specialist Human Resources Compensation and Benefits Remuneration Date of compilation July 2016 ORGANOGRAM (Adjust as necessary. Include line manager, line manager s manager, all subordinates and colleagues. Include job grades) Executive Director: Human Resources Senior HR Manager: Compensation & Benefits Peromnes 5 Org Health Manager Compensation & Benefits Specialist This Post SAP HR Business Consultant PURPOSE The main purpose of this position is to provide specialist support in respect of strategic initiatives related to compensation, benefits, reward, HR policy and benchmarking in order to provide a strategic, comprehensive, professional and pro-active service towards the attraction and retention of staff at UCT. The role is expected to develop remuneration and benefits strategies, tools (SAP compensation module), frameworks and align them with the UCT performance management systems together with the provision of strategic reporting and management information for HR. 5 July 2016 Page 1 of 5 HR191

2 1 Key performance areas (4 6) (What) Provide specialist support in respect of Remuneration, Reward, HR Policy and benefits including management information reporting % of time spent 40% JOB CONTENT Activities / Objectives / Tasks (How) Conduct research in areas regarding remuneration, benefits and HR Policy development in order to analyse or predict market trends; Conduct research and analysis in different areas involving compensation, such as compensation statistics and market analysis; Identify remuneration, reward, benefits and HR Policy surveys to participate in, in order to benchmark UCT against the market these could be local as well as international surveys; Participate in these surveys by preparing data for submission in required formats; Analysing results of surveys and preparing reports and recommendations regarding outcomes as required. Responsible for the CoE calculator on the HR Website. Responsible for the annual Remuneration Appendix. Responsible for the PASS appeals process and Deans committee on excellence. Results / Outcomes (Why) Documented results and recommendations on market trends Alignment to UCT mission, vision, values and strategic objectives Meet benchmark requirements Internal and external equity Staff retention objectives met Accurate information on trends and statistics Reporting, trend analysis and recommended actions 2 Manage stakeholder relationships within HR and across the University and with third party providers 10% Participate in annual salary negotiations with various Unions and prepare proposals for negotiation Prepare information for various consultative forums Accurate provision of information Positive working relationships with staff bodies 5 July 2016 Page 2 of 5 HR191

3 3 Project manage annual remuneration reviews, salary increases and HR policy changes for all categories of staff 25% Prepare project plans Provide input and support in terms of remuneration related projects and initiatives Provide training to all HRP s regarding Remuneration and HR Policy Conduct training of HRP s and line managers Update HR Website with changes to HR Policy and pay Ensure an efficient, customerorientated and proactive HR service Provide specialist support to line management and HR functions Ensure timely implementation of remuneration processes To manage the delivery of an efficient and effective remuneration and policy service in partnership with relevant parties: Ensure all documentation and HR Website is updated with changes to policy 4 Provide servicing support to the Council Remuneration Committee and other Senior Management meetings 5% Service the Council Remuneration Committee. Track University-wide issues that need to be brought before this Committee. Prepare agenda and executive summaries of all agenda items, Arrange for pre-meetings with the Chair and EDHR and take minutes of meetings and follow-up on action items resulting from the meeting. Service levels met for each Committee Compliance to relevant departmental and university policies, protocols and procedures Professional expert advice and support Professionally written documentation is maintained and archived 5 Responsible for SAP HR Enterprise Compensation Management (ECM) 5% Support HR in defining, streamlining, and putting into practice a strategic performance-based SAP compensation program throughout UCT. This includes annual remuneration audits and regular audits on Cost of Employment and other remuneration data. Professionally streamline compensation management including annual increases across the University including audit compliance 5 July 2016 Page 3 of 5 HR191

4 6 Provide general management information reports including reports on research requests 5% Generate, analyse and present reports relating to all trend reports and issues as required. Provision of strategic and general reports for HR 5 July 2016 Page 4 of 5 HR191

5 MINIMUM REQUIREMENTS Minimum qualifications Degree (preferably in Human Resource Management) or related field Minimum experience (type and years) 5 10 years prior experience in the Human Resources Management field COMPETENCIES Competence Level Detail Level Analytical thinking/problem solving 2 Formal presentation 2 Building partnerships 2 Planning and organising 2 Conceptual thinking 2 Teamwork/collaboration 2 AGREED BY PRINT NAME SIGNATURE CONTACT NO. DATE Job Holder Line Manager HOD. 5 July 2016 Page 5 of 5 HR191