Principal HR Practitioner: Compensation & Benefits Grade: D Lower Job Function: Human Resources SAP Level:

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1 SECTION A: JOB PROFILE Surname: Effective Date: Business Area: Initials: Personnel No.: Department: Position: Principle Human Resources Practitioner: Compensation and Benefits Functional Area: Human Resources Centre of Excellence The Principle Practitioner: Compensation and Benefits is responsible for assisting with the design, development, communication, implementation and Purpose of the job: administration of BCX s benefits and compensation plans. The Principle Practitioner: Compensation and Benefits is also responsible for aligning reward systems with the business goals and enhancing the organisation s ability to attract, retain and reward high performing employees. Occupational Level: Professionally qualified and experienced specialists and mid-management Job Title Principal HR Practitioner: Compensation & Job Category: Professional Benefits Grade: D Lower Job Function: Human Resources SAP Level: CONTEXT CUSTOMERS The increased need to be client focused in order to ensure that HR is viewed as a strategic business partner The need to keep up-to-date with changes in relevant legislation and to understand the impact thereof on the business The need to be aware of new developments in respect of information technology e.g. implementation of SAP HR The need to provide strategic direction and "functional excellence" support The need to have an all encompassing skills portfolio in order to deliver effective HR support The need to be aware of the impact of organisational restructuring and change management The increased need to be prepared and understand the impact of HIV/Aids on HR related processes The need to comply with the Information, Communication and Technology Charter at all times HR Executive / Group Management team Shared Services HR team EXCO team Line managers Employees Clients Payroll Service Providers / Vendors ROLES COMPETENCIES Facilitation of the Annual Salary Review Facilitation of the Annual Recognition Scheme (X- Calibre) Africa Assignee and Ex-pat management SAP Assists in managing compensation practices, i.e. Remuneration Surveys and market data evaluation Ensure that relevant reward training and sound reward practices are available to management. Knowledge and Skills: Consulting Skills Facilitation skills SAP system capabilities Understand BCX s business ethics and values Core Competencies: Applied strategic planning Comparison Conceptualisation Shared Services Owner: Group Executive: Human Resources Page 1 of 8

2 Up to date subject matter expert Assist in reviewing benefits plans, policies and procedures to ensure relevant legal compliance. Effect and ratify Job Evaluations Facilitate Supplier and vendor process management Assist with implementation of Compensation plans Customer excellence orientation Insight Negotiation Organising Participative Management SECTION B: ROLES OUTCOMES Facilitation of the Annual Salary Review Assist with the review to ensure its successful implementation within the appropriate timelines for the ASR process in BCX Facilitation of the Annual Recognition Scheme (X- Calibre) Assist with the implementation and facilitation of X- Calibre process Africa Assignee and Ex-pat Management Constantly ensure policies are updated: Expatriate, (long term) Africa Assignee, Salary Build-up, Participate in relevant surveys (e.g. ECA, Mercer) Ensure updated information e.g. Cost of Living allowances are available and accurate SAP Continuously provide a back-up to ensure that the Organisation Structure module is maintained. Ensure reliable and quality upload of data and service to clients on a continuous basis Assists in managing compensation practices, i.e. Remuneration surveys and market data evaluation Ensure that effective co-ordination of the Reward orientation workshop, PTN workshop, Incentive and Recognition orientation workshop and other related Reward workshops for HR Managers, to ensure successful training for business in alignment with BCX s standards. Ensure that relevant reward training and sound reward practices are available to management Serve as support data source on compensation and assist with management compensation training Subject matter expert Timeously provide advice or assistance to the client as and when required Effectively maintain sound client relationships on a continuous basis Ensure that examples of positive feedback can be provided on a continuous basis Serve as a subject matter expert to HR team. Assist in reviewing benefits plans, policies and procedures to ensure relevant legal compliance. Update the PTN quarterly for permanent employees, project consultants and Namibia employees. Continuously ensure that all policies relevant to PTN s and benefits are updated: Financial polices (e.g. vehicle allowance) Payroll polices (e.g. UIF, deductions correct, etc) Taxation correct tax tables Medical aid correct and updated medical aid schemes. Pension/Provident fund correct and updated Shared Services Owner: Group Executive: Human Resources Page 2 of 8

3 ROLES OUTCOMES calculations Title matrix Organisation structure Facilitate workshop and presentation regarding PTN that is in alignment with BCX s standards Maintain the PTN and Reward policy Effect and ratify Job Evaluations Conduct Job Evaluations as and when required Ensure that JE s are applied and executed consistently throughout the business. Facilitate supplier and vendor process management Assist in vendor management through reviewing reports, conducting performance meetings and ensuring compliance with planned provisions. Assist with the implementation of Compensation Plans Assist with the design and development of compensation plans and participate in budget allocation of benefits plans. Assist with the evaluation, recommendation and implementation of changes and improvements to the benefits program. SECTION C: CUSTOM DEFINED ROLES (Where relevant Line Managers must allocate roles and outcomes as defined in the business process available on Control ES) CUSTOM DEFINED OUTCOMES Shared Services Owner: Group Executive: Human Resources Page 3 of 8

4 SECTION D: KNOWLEDGE AND SKILLS BEHAVIOURAL INDICATORS Consulting skills Seeks and assists clients in clarification of situations, problems, issues, etc Gathers information from various perspectives Provides information, alternatives, options and recommendations on a continuous basis Facilitation skills Leads individuals to accept responsibility for themselves within the problem situation Creates learning opportunities that promotes personal growth and understanding for the learner Establishes a favourable climate for learning wherein the learner has the opportunity to achieve own goals and solve own problems Empowers the individual to become part of the problem solving process Displays understanding of group dynamics and active listening skills Ensures a collaborative approach to skills and knowledge being effectively applied in the workplace SAP system capabilities Displays knowledge and understands the SAP system capabilities and utilises them to optimise the functioning of the Human Resources department Understand BCX s values and ethics Understands BCX values and ethics Treats all employees in line with BCX s values and ethical guidelines CORE COMPETENCIES BEHAVIOURAL INDICATORS Applied Strategic Thinking Utilises big picture understanding in a practical and proactive manner Develops and adjusts strategic or other long term plans to accommodate changing conditions or circumstances Identifies the resources to meet objectives Sets priorities that will contribute to meeting organisational objectives Successfully plans an appropriate course of action in realising the strategic goals of BCX Understands industry and market trends affecting the competitiveness of BCX Develops and proposes long term strategies for BCX based on analysis of the industry and marketplace and the BCX s current potential capabilities as compared to competitors Comparison Compares information, to align with requirements of the task Compares information, situations, output, performance, etc. against benchmarks, legislative requirements and BCX standards Compares and relates information from different sources to draw logical conclusions Compares data to ensure accuracy and correctness of data and to identify irregularities Aligns departmental systems and processes to BCX's standards Shared Services Owner: Group Executive: Human Resources Page 4 of 8

5 CORE COMPETENCIES BEHAVIOURAL INDICATORS Scans reports and documents to verify accuracy and to identify trends/irregularities Is able to put information together into a meaningful whole Determine similarities & differences between information Conceptualisation Demonstrates the ability to integrate processes, systems and sources of information Understands the inter-relationship between own area of responsibility and BCX When presented with seemingly isolated bits of information and data, combines them as part of a bigger picture Uses information gathered from several sources to understand problems, trends or opportunities Identifies the immediate and long term impacts of decisions, actions and problems regarding the business Notices similarities between different and apparently unrelated situations Quickly identifies the central or underlying issues in a complex situation Applies a theoretical framework to understand a specific situation Customer Excellence Orientation Sets and achieves high standards of excellence and ongoing improvement of tasks based on determination and self-discipline Seeks to accomplish critical tasks with measurable results Sets high standards of work performance for self and others Maintains, promotes and enforces adherence to quality requirements/specifications and standards continuously Uses his/her own methods of measuring outcomes against a standard of excellence Identifies client needs prior to client contact so that needs can be timeously met and professionally handled Builds and maintains meaningful client relationships by assessing how clients think and feel Displays a continuous improvement orientation Is able to focus on and achieve standards of service, which meets the requirements of the client Quickly and effectively solves client problems Talks to clients to find out what they want and how satisfied they are with what they are getting Lets clients know he/she is willing to work with them to meet their needs Finds way to measure and track client satisfaction Presents a cheerful, positive manner with clients Insight Understands information and anticipates consequences by using reflection, foresight, intuition and vision Accurately anticipates or predicts and describes the effects or outcomes of a particular action or event Demonstrates insight into the systems, processes, situations, trends, opportunities and culture inside BCX Foresees problems that could arise and is adequately proactive to prevent problems from occurring Recognises the impact of his/her decisions on other parts of BCX Shared Services Owner: Group Executive: Human Resources Page 5 of 8

6 CORE COMPETENCIES BEHAVIOURAL INDICATORS Pays attention, understands and is mentally alert or sharp Is able to perceive information/ equipment / situations correctly and in visual detail Negotiation Plans strategy and tactics in order to negotiate effectively and to influence others Negotiates in a spirit of co-operation and collaboration Responds to opposing views in a non-defensive manner Chooses an appropriate approach to gain agreement to an idea or a course of action Uses logical reasoning, images, figures of speech and basic negotiation skills to convince others of one s own ideas Presents arguments that address others most important concerns and issues and looks for a win-win solution Involves others in a process or decision to ensure their support Offers trade-offs or exchanges to gain commitment Identifies and proposes solutions that benefit all parties involved in a situation Enlists experts or third parties to influence other Organising Arranges the availability and allocation of required resources Schedules work with other departments or areas in mind Assigns priorities so that the most important work is done first Adjusts plan to facilitate and meet changing priorities Establishes procedures for the efficient handling of information Coordinates tasks and duties of individuals and groups in order to ensure smooth flow of work throughout the workplace. Participative Management Builds common ownership or commitment to group goals Encourages shared team vision, decision making, problem solving and management Supports team members by encouraging participation and listening Encourages trust among team members and builds effective working relationships Successfully involves the team in decision-making and problem solving Shared Services Owner: Group Executive: Human Resources Page 6 of 8

7 SECTION E: JOB PROFILE CONTENT PAGE Principal Human Resources Practitioner (D Lower) REQUIRED LEVEL OF EDUCATION AND EXPERIENCE (SECTION D) Educational Background: Bachelor s degree or equivalent in business / human resources or related field. GRP Registration with World@Work Masters in HR / Industrial Psychology advantageous Tax Qualification advantageous Previous Experience: 5-8 years relevant HR experience 3-5 years progressive growth and responsibility experience in the field of compensation and benefits. Key skills required: Ability to work to deadlines Strong business acumen Good interpersonal, communication and process management skills Mathematical aptitude Proficiency with MS Excel, Word and PowerPoint Strong organisational, critical thinking, analytical and problem- solving skills. Shared Services Owner: Group Executive: Human Resources Page 7 of 8

8 SECTION F: APPROVAL OF JOB PROFILE Employee: THE EMPLOYEE For: THE EMPLOYEE Legal Guardian, duly authorised Place: Date: Manager: For: BUSINESS CONNEXION (PROPRIETARY) LIMITED Manager, duly authorised Manager s Name Place: Date: Senior Manager: For: BUSINESS CONNEXION (PROPRIETARY) LIMITED Manager, duly authorised Manager s Name Place: Date: (The attached Job Profile forms part of the Employment Contract, ) Shared Services Owner: Group Executive: Human Resources Page 8 of 8