Senior Remuneration Consultant: Reward Governance

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Job Description

The Senior Remuneration Consultant: Reward Governance is responsible for providing specialist reward support across executive remuneration, long-term incentives (LTI), remuneration reporting and governance. The role combines strong reward, analytical and execution capability with the opportunity to develop deeper specialist expertise in executive remuneration and long-term incentives.

Key Result Areas

Reward Execution

• Responsible for the execution of the LTI Policy and Process, executive remuneration and reporting frameworks across OML Group.

Long-term incentives

• Support the effective design, governance and end-to-end execution of the Group's long-term incentive arrangements.
• Support the management of the end-to-end execution of LTI allocation cycles across the Group, coordinating inputs from relevant stakeholders, consolidating and validating allocations, and preparing analysis and reporting to support approval and decision-making.
• Work closely with Talent and performance teams to co-ordinate requirements for talent and retention awards.
• Ensure reconciliation and work with the Centre of Service to ensure awards are allocated correctly.
• Ensure communication and acceptance process of awards with participants.
• Ensure analysis and summary of outcomes for approval by business and remuneration committee.
• Ensure Payroll and Share processes, (Workday/ ShareForce) are efficient in securing successful outcomes for the review.
• Draft and obtain approval for communication and letter templates for the Annual remuneration review process.
• Form part of the core annual remuneration review team to deliver an integrated review process.
• Work with Company Secretary on SENS requirements
• Ensure reporting and relevant disclosure are provided annually for the remuneration report.
• Ensure that all subsidiaries and countries are aligned to requirements of the process for both share awards and phantom share awards.
• Support HC and Line Manages with LTI understanding of the process, award types and performance conditions.
• Ensures relevant guidelines, LTI booklets and shares information are readily available to participants.
• Co-ordinate resolution of issues or queries raised by Line managers and employees.
• Ongoing support, co-ordination and administration of the LTI practice in partnership with the HCSC Service Centre and Finance.
• Involvement in new design and LTI projects across the group.

Remuneration Reporting

• Forms part of the core remuneration reporting team in conjunction with the Senior Manager: Reward Governance in ensuring accurate and timeous publication of the OML Remuneration Report; in light of the expanded remuneration reporting requirements under the Companies Act, supporting the preparation and publication of remuneration reports for other public companies across the Group, as applicable.
• Support the project plan for delivery on all items in the remuneration report.
• Drafts and reviews assigned sections of the Remuneration Report as part of the Remuneration Reporting Team (Finance and Remuneration), ensuring content is accurate, consistent and aligned with applicable disclosure requirements.
• Coordinates with the various Remuneration practices to obtain, validate and consolidate policy and implementation information for inclusion in the Remuneration Report, escalating material gaps or inconsistencies to the Senior Manager: Reward Governance.
• Coordinates and validates remuneration reporting inputs to ensure all required tables/ analytics/ information is accurate and provided on time for publication.
• Prepares and updates remuneration disclosure tables, reflecting executive remuneration movements, changes in pay mix and other relevant remuneration changes during the reporting period.
• Monitors trends and changes in reporting requirements and supports and guides on implications for OML reporting and other applicable public companies within the Group.
• Conduct an annual review and benchmarking of published remuneration reports to identify emerging executive remuneration practices, disclosure approaches and market trends.
• Monitors external developments across remuneration governance, AGM and remuneration reporting, identifying emerging trends, regulatory developments and best practices.

Remuneration Policies and Governance

• Inputs into the Group Remuneration Strategy, HC Remuneration Risk Policy.
• Manage Executive Remuneration Policies including but not limited to minimum shareholding requirements, malus and clawback.
• Support the maintenance and effective implementation of executive remuneration policies and governance frameworks.
• Keeps abreast of King, Companies Act and Prudential Authority change and requirement that impact policy amendments and changes.
• Ensures that the required policies are appropriately reviewed annually for annual shareholder and remuneration reporting.
• Ensures appropriate governance and approvals in place for all areas within the portfolio.
• Works closely with the Senior Manager of the practice to ensure that Governance standards and policies are embedded across subsidiary and country remuneration committees.
• Works closely with the rest of the remuneration practice and HC practices for updates to letter of appointments and input from a remuneration perspective.
• Ensures communication and understanding of letters of appointment for HC and the remuneration function.

Executive Remuneration

• Ensures that Exco level remuneration is appropriately managed on annual basis i.e. annual review of STI, LTI and Salary and appointments, separations, and movements.
• Maintains up to date information on executive remuneration to ensure effective implementation, approval and to fulfil disclosure requirements.
• Ensures communication and co-ordination of remuneration outcomes through letters and remuneration statements annually.
• Maintains all executive service contracts and manages required updates, restraint agreements and notice periods.
• Prepares for the annual review process and ensures Workday enablement of the process.
• Responsible for participation in Executive benchmarking surveys in partnership with the remuneration operations practice for submission.
• Analysis of results and recommendations.
• Ensures that decisions taken by the CEO and the Remuneration Committee are implemented across the value chain.

Advisory and Consulting support

• Supports oversight of HCSC Service Centre processes related to the portfolio.
• Provides advice and guidance to HC and the business on the interpretation and application of remuneration policies and governance standards.
• Support, and where appropriate, lead specific remuneration governance projects in order to create new programs or enhance existing ones in line with the employee value proposition.
• Develops and facilitates training and guidance for HC and Line Management on remuneration policies, governance requirements, processes and approved ways of working.
• Monitors relevant legislative, regulatory and governance developments, including tax, employment legislation and remuneration-related regulatory requirements, and assesses potential implications for remuneration policies, processes and practices.

Systems, tools and analytics

• Workday/ ShareForce – setup and execution
• Remuneration report disclosures
• Analysis and reporting of LTI outcomes and effectiveness for all stakeholders.
• Statutory and other remuneration reporting
• Total Remuneration Statements and MSR tracking for Executive Committee and Prescribed Officers.
• Ensure Workday is enabled to support on ExCo remuneration.

Requirements: Skills, Qualifications and Experience required

Qualifications and experience:

• Relevant bachelor's degree in commerce, finance, law, economics, Human Resources or related field.
• SARA professional designation as a Reward Specialist or Chartered Reward Specialist, or Global Remuneration Professional (GRP) certification, would be advantageous.
• Minimum of 5 years' relevant reward/remuneration experience, with a strong grounding in Reward principles and practices.
• Exposure to executive remuneration, LTIs, remuneration governance and/or remuneration reporting.
• Strong experience working with remuneration data, including the analysis, validation and interpretation of data to support remuneration decisions and recommendations.
• Experience coordinating and delivering reward processes and projects involving multiple stakeholders.
• Experience within a listed and/or regulated organisation would be advantageous; financial services experience would be beneficial.

Technical Competencies

• Advanced Excel skills, with demonstrated ability to work confidently with large and complex remuneration datasets, including lookups, pivot tables, data validation, reconciliations and analysis.
• Strong numerical and analytical capability, with excellent attention to detail and the ability to identify anomalies and interrogate remuneration data.
• Sound understanding of remuneration governance and the regulatory landscape (e.g. BCEA, Labour Relations Act, Tax Act, King Code, Companies Act, applicable local legislation, Equal Pay for Equal Work); with the ability to develop deeper technical expertise in executive remuneration and long-term incentives.
• Strong written and verbal communication skills, with the ability to prepare clear, accurate and appropriately structured remuneration documentation and reports.
• Demonstrated competence in project management with the ability to coordinate complex remuneration activities across multiple stakeholders.
• Ability to engage effectively with senior stakeholders and operate in a confidential and sensitive environment.

Behavioral Competencies

• Agile mindset and responsible to quick delivery and turnaround
• Strong ability to collaborate both internally and externally.
• Strong written and verbal communication and presentation skills.
• Places the customer first and strives to deliver high-quality reward solutions to the business.
• Innovative and future focused in designing and delivering reward solutions.
• Has high-energy and is resilient to change and challenges.
• Strives to continuously grow in technical ability.
• Self-driven and thrives in high change environments.

Skills

• Adaptive Thinking
• Business Requirements Analysis
• Data Analysis
• Data Compilation
• Data Controls
• Data Management
• Employee Compensation and Benefits
• Evaluating Information
• Executing Plans
• Human Capital Management Systems
• Oral Communications
• Organizational Design
• Policy Development
• Regulatory Compliance Management

Competencies

• Business Insight
• Communicates Effectively
• Decision Quality
• Ensures Accountability
• Financial Acumen
• Manages Complexity
• Self-Development

Education

NQF Level 7 - Degree, Advance Diploma or Postgraduate Certificate or equivalent

Closing Date

03 September 2026, 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.