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.

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