PURPOSE OF THE JOB:
The successful incumbent will provide strategic and operational leadership, governance, and oversight of the Remuneration, Benefits, and Organisational Design (RBOD) portfolio.
The role includes offering strategic input and advisory support in collective bargaining processes and contributing to the effective management of relationships with Organised Labour leadership.
The Deputy Director will be responsible for developing and overseeing the implementation of the University's remuneration strategy, in collaboration with the Director: Human Resources, to position the University as an employer of choice. The incumbent will further provide leadership, direction and oversight of the University's employee benefits framework, ensuring that benefit offerings remain competitive, relevant, sustainable, and aligned with the institution's objectives and employee value proposition.
In addition, the role entails leading, directing, and coordinating the development, review, and implementation, and continuous improvement of relevant policies, procedures, and service-level agreements within the portfolio.
The Deputy Director will support the Director: Human Resources in executing the departmental strategy and achieving all strategic and operational objectives relating to remuneration, rewards, employee benefits, and organisational design.
RESPONSIBILITIES
The successful incumbent will be responsible for, but not limited to, the following:
Strategic and Operational Leadership of the Portfolio
Lead and provide operational and strategic leadership of the Remuneration, Benefits and Organisational Design portfolio in alignment with the University's strategy.
Conceptualise, develop and implement the University's remuneration strategy to ensure that the University remains the employer of choice.
Ensure that all the University's rewards, employee benefits, policies, processes, and procedures are competitive, fair and aligned with labour legislation.
Prepare and present the mandated remuneration and employee benefits matters at the Bargaining Forum.
Provide leadership and oversight for the implementation of bargaining outcomes relating to the Remuneration, Benefits and Organisational Design portfolio.
Manage relationships with internal and external stakeholders on all Divisional remuneration, employee benefits and organisational design matters.
Provide support and assistance to Retirement Fund Committees (Benefits, Management of UP Pension and Provident Funds, Board of Trustees for Retirement Funds and Funds at Work Management Committee).
Manage, review and optimise all benefits-related processes, including the reviewing, optimisation and monitoring of the execution of the following processes:
Pension and Provident funds (retirements, terminations, death and disabilities)
Group Life Assurance
Death Benefits funds management
Funeral Cover
Long service awards
Housing Loan Guarantees
Injuries on duty
Pensioners' support
Operational Leadership
Provide expert advice, information, responses, guidance and support to all UP Stakeholders on RBOD policies, procedures, systems, forms and processes.
Provide leadership and management on organisational design and job evaluation policy, procedures and processes.
Present RBOD portfolio and principles at scheduled orientation, management induction, supervisory, line management, retirement planning programmes and required information sessions.
Lead and effectively manage the Remuneration, benefits, and organisational design specialist services division.
Stakeholder Management
Provide training and development to HR teams on divisional matters and changes.
Custodian of Remuneration, Benefits and Organisation Design policies, procedures and processes.
Provide inputs and processes on all Contracts and Service Level agreements with internal and external stakeholders, and monitor compliance.
Identify and manage external service providers if required to assist with Remuneration, Benefits and Organisational Design interventions and provide project reports and management proposals.
Governance and Compliance
Ensure that Service Level Agreements with all external Service Providers are in compliance with IGAPP and the Protection of Personal Information Act (POPIA) and implement all remuneration-related legislative amendments.
Lead processes for the appointment of new service providers and review of service provider agreements.
Provide input and advice on key governance strategies and potential risk mitigation measures on related HR policies, procedures and processes.
Participate in and provide input on internal and external divisional, departmental and University audits, including identifying divisional risks.
Financial Management
Prepare and manage the annual budget for the portfolio, including the management of external service providers, expenditure in line with financial policies and the financial sustainability.
Manage project budgets and ensure that they are within the approved parameters.
Human Resources Management
Provide leadership in the creation and maintenance of a high-performance culture within the division, fostering accountability, collaboration, continuous improvement, and employee engagement across the RBOD team.
Align team members' performance plans and development initiatives with divisional objectives, projects and operational requirements to ensure effective service delivery and achievement of institutional goals, as well as manage team performance and development.
Lead, mentor, and develop team members to enhance their technical expertise, professional growth, and overall capability, ensuring a sustainable talent pipeline within the division.
MINIMUM REQUIREMENTS:
BCom Honours' degree or relevant Honours Degree in Human Resources or related field;
A total of eight (8) years in Remuneration, Benefits and Organisational Design experience, of which three (3) years should be in middle management;
At least 3 years of experience in the following:
Remuneration and benefits administration at a specialist level in a large institution/organisation;
Possession of the Global Rewards Professional Certification or recognition from the South African Rewards Association (SARA);
Job evaluation, organisational design and the Peromnes Job Evaluation System; and
Salary survey platforms and benchmarking databases.
Proven experience in implementing reward and benefits strategies in a large institution.
REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):
Knowledge and understanding of retirement funds governance and associated legislation.
Knowledge of remuneration and benefits legislation, rules and practices.
Knowledge of relevant labour legislation, rules and practices.
Knowledge of building compensation packages and reward programs for various job levels.
Understanding of collective bargaining frameworks and organised labour environments.
Knowledge and understanding of remuneration strategy design and implementation, and the ability to develop and implement a comprehensive remuneration strategy aligned to institutional goals.
Understanding of job evaluation methodologies (e.g., Paterson, Peromnes or similar systems).
Knowledge of salary benchmarking and market survey methodologies.
Understanding of total rewards frameworks (fixed pay, variable pay, benefits, non-financial rewards).
Knowledge of benefits structures (retirement funds, medical aid, risk benefits, leave frameworks).
Knowledge of remuneration/financial modelling and cost analysis, and quantitative assessment (numeracy).
Knowledge of budgeting principles and financial governance.
Knowledge of organisational design principles and operating model development.
Understanding of workforce planning and post-provisioning in an academic environment.
Knowledge of role architecture, grading frameworks and tools, and job profiling.
Advanced Excel skills for remuneration modelling and costing.
Knowledge of data analytics tools relevant to remuneration reporting.
Knowledge of Microsoft Office Suite and general computer literacy.
Knowledge of project management principles and methodologies.
Knowledge of benchmarking practices and salary survey processes.
Ability to work effectively under pressure and manage competing priorities.
Ability to manage and coordinate multiple projects simultaneously.
Ability to engage stakeholders professionally and maintain constructive working relationships.
Ability to maintain strict confidentiality in handling sensitive information.
Ability to design and review organisational structures to enhance efficiency and effectiveness.
Ability to interpret complex financial and salary data for decision-making.
Ability to negotiate and provide strategic input in collective bargaining processes.
Ability to advise Senior and Executive Management and Committees on remuneration and structural matters.
Excellent planning and organisational skills.
Excellent communication, negotiation and analytical skills.
ADDED ADVANTAGES AND PREFERENCES:
Relevant Master's Degree.
Higher education experience.
Registration with the South African Rewards Association (SARA) as a Master Reward Practitioner.
CLOSING DATE: 23 JULY 2026