Senior Manager Total Rewards

 

 

L3 ROLE PROFILE

 

© PayInc | All rights reserved 1

Classification: General

Date Created

November 2025 Last Date Revised

 

Created By Sadeeqa Isaacs Revised By Strini Rajagopaul

 

POSITION DETAILS

 

1. Job Title Senior Manager Total Rewards

2. Position Code SNR_MNGR_TR00

3. OFO Code 121201

4. Occupational Category Senior Management

5. Equity Job Function Support

6. Division OCPO

7. Cost Centre/Department A03013J

8. Reporting to Position Chief People Officer

9. Reporting Manager Zamafuze Ngcobo

10. Primary Job Family Human Capital

11. Career Matrix L3

12. High Impact Role No

13. Mission Critical Role No

14. Reward Level/Occupational Category 19

15. Employment Type Permanent

16. Location Selby

17. Employee Operational Status Normal Operations (Run)

18. TMS User Employee Manager Hiring Manager

 

POSITION DETAILS

PayInc is a purpose-driven payments provider building on over 50 years of trusted history in South Africa’s payments ecosystem. Our mission is to connect people, businesses, and economies through secure, efficient and inclusive digital payments infrastructure and be a catalyst for financial inclusion and economic growth. From EFTs and cards to PayShap, PayInc provides the backbone that enables money to move safely across the economy. At our core, we exist to make great connections, empowering participation, enabling growth, and ensuring no one is left behind. PURPOSE As Senior Manager Total Rewards you are required to lead the organisation’s Total Rewards strategy—covering remuneration, benefits, recognition, performance, and wellbeing—in alignment with the business strategy, regulatory requirements, and talent needs of a high-growth, innovation- driven payments organization. The role ensures competitive, equitable, and cost-effective reward practices that attract, motivate, and retain critical skills while supporting a high-performance and compliance-driven culture.

 

 

 

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Classification: General

You will engage with the following stakeholders:

- CPO - ExCo - Finance - Audit - RemCom

Your key responsibilities include:

Total Rewards Strategy & Governance

- Develop and execute a multi-year Total Rewards strategy aligned to organisational goals, regulatory changes, and market trends.

- Establish reward governance frameworks, policies and principles (e.g., pay philosophy, job architecture, pay mix).

- Ensure compliance with labour legislation (BCEA, LRA, EEA), SARB/NPS regulatory expectations, King IV, and tax requirements.

- Lead annual remuneration committee (RemCom) submissions, modelling, and board presentations.

Remuneration Design & Market Competitiveness

- Lead job evaluation, job grading, and job architecture frameworks appropriate for specialised payments talent (tech, risk, cybersecurity, operations, product).

- Design competitive salary structures, pay scales and bands using South African and global fintech/payments benchmarks.

- Conduct regular market benchmarking and external participation in reward surveys (e.g., PwC, Mercer, REMchannel).

Variable Pay, Incentives & Recognition

- Design and manage Short-Term Incentive (STI) schemes aligned to organisational and individual performance.

- Partner with Finance to model and administer variable pay, ensuring cost optimisation and fairness.

- Develop recognition programmes that drive discretionary effort, innovation, customer centricity and collaboration.

Benefits Management & Wellbeing

- Oversee design and optimisation of benefits including medical aid, retirement funds, leave

policies, disability cover, and wellbeing initiatives. - Ensure cost-effective, market-aligned benefits that support EVP and talent retention. - Partner with providers to drive member education and improved employee financial/mental

wellbeing.

Performance, Productivity & Pay-for-Performance

- Support the development of a performance management approach that reinforces high

performance, accountability, and growth. - Integrate performance outcomes with pay decisions, incentives and rewards. - Analyse performance distribution and productivity metrics to inform workforce and reward

decisions. Analytics, Reporting & Insights

 

- Drive reward analytics, modelling and scenario planning to support CPO and Executives. - Produce insights on pay equity, pay gaps, internal parity, turnover cost, critical skills

shortages. - Lead EE and pay audit reporting ensuring compliance with regulatory submissions.

 

 

 

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Classification: General

Payroll Governance

- Oversee payroll governance, accuracy, reconciliation and statutory compliance. - Implement controls, audit readiness, and system improvements to ensure accuracy and

risk mitigation. - Leverage HRIS to improve automation and reward reporting.

Stakeholder & Change Leadership

- Partner with CPO, ExCo, Finance, Audit and RemCom on reward strategy, insights and

proposals. - Drive communication and change management to improve reward understanding and

transparency. - Lead cross-functional reward projects (EVP refresh, new incentive models, pay

transparency, benefits optimisation). KEY CAPABILITIES & SKILLS

- Technical Expertise - Deep knowledge of Total Rewards, job evaluation (e.g., Paterson, Hay, Mercer), and

remuneration methodologies. - Advanced analytics and financial modelling abilities. - Strong understanding of South African reward legislation, tax optimisation and governance. - Understanding of high-tech talent markets (engineering, IT, digital payments,

cybersecurity). - Strategic Leadership - Ability to translate business strategy into reward levers and frameworks. - Executive-level presentation skills with RemCom and Board. - Ability to influence ExCo and Senior Leaders. - Operational Excellence - Rigorous governance mindset. - Strong systems, process, data and payroll oversight capability. - Continuous improvement orientation. - People & Culture Alignment - Strong alignment with EVP principles. - Understanding of modern workforce expectations—flexibility, wellbeing, purpose and

recognition. QUALIFICATIONS / KNOWLEDGE

Minimum

- Bachelor’s degree in human resources, Finance, Business, or related field. Preferred

- Postgraduate qualification (HR, Reward, Finance or MBA). - Reward certification (SARA Reward Specialist / Global Remuneration Professional).

EXPERIENCE

- 8–12 years’ experience in Reward/Remuneration roles. - Strong experience in job grading, pay structures and incentive design. - Experience in the financial services, fintech, or payments sector. - Experience presenting to RemCom/Board.

 

 

 

 

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Classification: General

 

 

PERFORMANCE STANDARDS

 

Financial Management

• Provides input into and manages cost centre forecasting, budgeting, cost management, cost optimisation and reporting

Stakeholder Management

• Develops and maintains good stakeholder relationships

• Builds and manages effective relationships with service providers

• Spends time integrating across functions and teams Delivery of Processes

• Ensures that plans align to divisional / operational / functional strategy and that team goals are aligned to business outcomes

• Communicates and drives objectives - documents, clarifies and regularly reviews these goals

• Focuses on medium term business outcomes goals (1–3 years)

• Initiates innovative solutions to problems

• Identifies and scopes opportunities for improvement / innovation

• Deploys client or company specific projects in line with company standards and in agreement with line manager

• Mobilises and prioritises people and resources around change initiatives

• Manages delivery of Service Level Agreement

• Resolves problems, conflicts, and attends to crisis management

• Leads the development of procedures, practices, policies and business processes Combined Assurance

• Develops, amends, reviews and implements relevant policies and procedures

• Ensures compliance with relevant policies and procedures, regulation and legislation

• Ensures compliance to new standards

• Ensures risks are reported on and mitigated People and Culture

• Manages employees through the employee lifecycle - attracting, identifying, developing, deploying and engaging members of the team

• Builds a high-performance team through regular individual and team engagement sessions.

• Identifies talent, coaches, develops and motivates to ensure talent retention

• Manages growth of expertise levels and sharing of knowledge

• Trains, coaches, recognises and supports managers (1 level down)

• Creates synergies across teams to avoid operating in silos

• Demonstrates appropriate leadership and managerial style

• Drives effective change management within team

• Lives Company values

• Socialises with the team periodically

 

 

 

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Classification: General

 

LEADERSHIP COMPETENCIES

Leading Self Self-awareness

• Actively seeks feedback from peers, stakeholders, and team leaders, using it to develop personally and professionally.

• Demonstrates a clear understanding of own behaviours, emotions, and their impact on the department and the wider organisation.

• Sets ambitious personal and professional goals and works consistently to achieve them, serving as a role model for team leaders.

Managing Stress

• Remains composed under pressure, modelling resilience for others, and maintaining high performance.

• Supports team leaders and their teams to manage stress, navigate competing priorities, and remain focused during high-pressure situations.

• Promotes a culture where challenges are addressed constructively, and learning occurs from setbacks.

Ethical Leadership

• Leads with integrity, ensuring departmental decisions align with PayInc’s ethical standards, values, and policies.

• Holds self- and team leaders accountable for fair, transparent, and consistent decision-making.

• Creates a culture of trust where ethical behaviour is recognised, expected, and reinforced. Influential Communication

• Communicates clearly and empathetically with team leaders, peers, and stakeholders.

• Adapts messaging to diverse audiences, ensuring alignment on priorities and objectives.

• Handles sensitive discussions tactfully, using persuasion and diplomacy to achieve positive outcomes.

Leading Others Inclusive Leadership

• Actively fosters a culture of diversity, equity, inclusion, and belonging within the department.

• Encourages team leaders to create inclusive environments in their teams where all members feel respected, valued, and empowered.

• Demonstrates inclusive leadership through actions, decisions, and coaching of others. Shaping the Employee Experience

• Builds a positive, engaging, and purpose-driven departmental culture that motivates team leaders and their teams.

• Recognises achievements and provides growth opportunities to strengthen engagement and retention.

• Ensure team leaders feel connected to PayInc’s mission and values and are empowered to achieve their goals.

Fostering Well-being

• Champions holistic well-being, addressing the physical, mental, emotional, and social health of team leaders.

• Leads by example, in managing balance and resilience, encouraging similar behaviours in their teams.

• Provides guidance, support, and resources to help team leaders sustain high performance in challenging circumstances.

Empowering People and Potential

• Actively develops and engages team leaders by fostering trust, collaboration, and inclusive relationships.

• Coaches, mentors, and provide meaningful growth opportunities to strengthen capabilities.

 

 

 

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• Delegates effectively, giving team leaders responsibility and autonomy while supporting them to achieve excellence.

Leading for Impact Strategic Insight & Foresight

• Anticipates emerging trends and potential challenges that could impact the department or organisation.

• Aligns departmental strategy with evolving business conditions and ensures team leaders understand priorities.

• Uses systems thinking to balance immediate operational needs with longer-term strategic objectives.

Driving Innovation

• Encourages and support innovative ideas that improve departmental processes, products, and services.

• Promotes experimentation, creative problem-solving, and learning from both success and failure.

• Inspires team leaders to think differently and challenge the status quo in ways that benefit the organisation and customers.

Enabling High Performance

• Inspires team leaders to achieve excellence through trust, accountability, and inclusivity.

• Sets clear expectations, communicates vision and strategy effectively, and monitors progress toward goals.

• Creates an environment where team leaders can deliver high-quality results consistently and feel supported in doing so.

Enabling Change and Transformation

• Leads and supports transformational change initiatives, fostering adaptability and resilience.

• Guides team leaders and their teams through periods of change with a clear vision and understanding of objectives.

Ensure alignment with organisational goals while mitigating disruption and maintaining team engagement.

 

 

 

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FUNCTIONAL COMPENTENCIES

Organisational Acumen

• Maneuvers comfortably through policy, process, and people-related organisational dynamics.

• Applies knowledge of business, the marketplace, and key financial indicators to make sound business decisions and advance the organisation’s goals.

Investor Mentality

• Focuses on increasing market value by constantly providing additional value through measuring impact and results.

Nimble Learning

• Curious while navigating complexity, contradictions, and uncertainty. Experiments with new solutions through unlearning and failing forward.

Tech savvy

• Understands market trends and client needs, invests in the right technologies and platforms, and appropriate learning experiences to leverage technology to the businesses advantage.

Customer Analytics & Insights

a. Understands basic digital concepts and based decisions on data. Confidently uses a range of technologies for information, communication and problem-solving within the organisation—a data-driven approach to anticipating and balancing the needs of customers and stakeholders.

• Demonstrates knowledge of a range of technologies for information, communication and problem-solving within the organisation

Initiates Action

b. Takes prompt action to execute the ideas strategically/accomplish objectives. Makes active attempts to influence events, strategically regardless of the fear of failure, to achieve goals.

• Confident in thought and displays consistent energy Focus & Boundaries

c. A practical approach to setting healthy boundaries enables us to focus and achieve speed

and simplicity whilst maintaining individual well-being.