Strategy and Implementation - Lead the development, implementation, articulation and management of the Remuneration and Benefits strategy and employee value proposition contributes to the overall HC Strategy to enable the achievement of the overall business strategies.  Provide strategic support to the Chief HCO and other thought leaders in the development, implementation and management of the people strategy aligned to the vision, culture and business strategy of ATNS. Design and implement a Remuneration and Benefits operating model frameworks, including governance and service management capabilities, along with the service catalogue and service level agreements.         Drive delivery of the required projects/initiatives within the Remuneration and Benefits strategy to be on time, within budget and to the required standard.  Lend support to the efforts towards integration of people strategies with overall organizational strategy. Implement processes to collect feedback on how all aspects as per Remuneration and Benefits strategy are being received in the business. Analyses trends and metrics in partnership with Chief HCO to develop the required solutions, programs, and policies. Gather and analyse relevant data, trends, and patterns and identify gaps and priorities, particularly in the key Remuneration and Benefits products, services and processes to enable efficient achievement of the ATNS strategy. Keep abreast of the legislative developments in relation to the remuneration and benefits and alignment of the policies impacted by amendments. Lead the remuneration and benefits policy and processes development, implementation and review (Remuneration, Acting, leave, performance management, Short-term incentives, retirement etc).

Leading the development and implementation of Remuneration and Benefits plans - Provide thought leadership in the development and implementation of competitive Remuneration and Benefits philosophy, strategies, policies, and procedures aligned to the relevant legislation. Lead the designing, implementation, and management of the organisation’s remuneration and rewards philosophy and processes.         Lead the co-development of a robust Employee Value Proposition (EVP) to enable the attraction of talent aligned with the vision, culture, and business strategies of the organisation. Develops recognition and reward policies, processes, and systems to recognise the high-performance culture and loyal long service. Conducts environmental scans to identify trends, barriers, risks, and opportunities that may impact the business. Analyse company remuneration policies and benchmark them against similar jobs in comparable industries or geographic areas and make appropriate changes to establish and maintain competitive pay rates and equity.   Prepare data for salary increases and bonuses (where applicable) for approval by delegated authorities. Ensure proper management of parity. Provide support during the wage negotiations by providing data analysis and recommendations based on competitive market information considering affordability and financial sustainability. Advise management on remuneration interventions for employees to ensure alignment with the market. Lead the development of integrated pay and reward management systems and processes that are industry competitive and enable management to focus on a reward individual and team performance.            Establish pay structures and remuneration models for various job categories. Monitor the organisation’s salary structure and benefits, balancing cost control with the need to attract and retain talent. Works closely with finance to ensure adequate salaries budget provision to fund the human capital plan. Lead policies and procedures development to ensure competitive employee compensation.   Maintain knowledge of relevant legislative frameworks, benefit program trends, and practices among similar organizations.  Work with accounting, legal, and tax departments to ensure accurate financial reporting and compliance with all laws e.g. tax.   Benchmark the current rem and benefits with the local and global markets to ensure that enable the organisation recruits and retain key and top talent. Provide strategic remuneration and reward thought leadership to the HC and the organisation.

Job Evaluation - Ensure that job analysis tools are in place to aid the development of job descriptions for job evaluation.  Provide thought leadership in the development and implementation of Job Evaluation philosophy, framework and policies, and procedures. Ensure the alignment of the Job Evaluation Policy and system is aligned to the Organisational Design and associated policies and process. Provides an appropriate job grading system aligned to the organisation’s business strategies. Ensure availability of job profiles for all roles with accurate grades.  Ensure proper job evaluation to enable equity in remuneration.

Alignment and Integration of Processes - Ensure alignment of incentive/reward elements with culture, strategy, and operational imperatives.  Provide leadership to research, analysis and conduct salary and benefits surveys to ensure competitiveness to enable attraction and retention of talent.  Partners with business, relevant COE, Regional HRBP’s to build strategies that will engage and retain employees in order to deliver the organization’s strategy and sustainability.

Performance management - Provide strategic and operational leadership in the design, development, and implementation of a performance management strategy and process to enable attraction and retention required now and, in the future, aligned to the organisation’s growth strategies and creation of a high-performance culture.  Drive embedding of performance management principles and culture within the organisation. Conduct regular assessments of the performance management process to establish relevance and efficacy to the organisation’s goals and make recommendations for adjustments where required. Ensure closure of the performance management cycle and implementation of new remuneration structures.  Develop and keep up to date all policies and processes required to drive an effective performance management process for the organisation. Contribute to development, implementation and maintenance of a high-performance culture in the organisation.  Develop and maintain the toolkits and required templates to enable an effective performance management process. Provide training to all executives, managers and employees on the process, the steps, their responsibilities, and the potential benefits to be derived from managing performance in the organisation. Provide support to all the line Managers and HCBPs and Consultants on implementation and usage of the performance management process throughout the organisation. In conjunction with the Chief HCO, develop and implement appropriate incentive schemes to ensure competitive remuneration packages.  Monitor and evaluate the company's benefits programs, including insurance programs, retirement plans, sick leave, time off, and vacation policies to ensure their relevance, effectiveness and efficacy.  Manage programs such as: deferred compensation plans, short-term and long-term compensation plans, health insurance, disability insurance, life insurance, employee assistance, and other company plans and programs. Create and implement the annual performance management calendar, manage communication with employees and ensure that each activity is carried out within the specified timeframe and as per the calendar. Collect and analyse the performance review/ appraisal results from the various departments to establish trends and identify areas that require focused support, etc.  Pursue self and personal and team development as well as professional registration/maintenance.

Stakeholder Management - Serves on various relevant committees (internally and externally) and represents the organization at appropriate functions, promoting a positive organization image.  Represent ATNS on the retirement committees/forum/board.  Prepare and conduct training programs as needed to a variety of audiences regarding matters of remuneration and benefits.  Supervise the preparation and communication of information to current and former employees about benefit programs, procedures, changes, and legislative requirements. Acts as coach and trusted COE to Senior management in the areas of remuneration and benefits strategies that will ensure retention to building capability and the implications of short and long-term strategic decisions. Provides consultative advice and guidance on remuneration/benefits/concepts, practices, opportunities, and challenges to Human Capital team, Line manager, and Exco to, promote adherence to professional standards and regulatory requirements and facilitate continuous improvement in approaches and activities. Research and recommend solutions to specific proposals/issues. Reviews general HC communications/procedures/materials to provide inputs/ feedback in relation to Remuneration and Benefits. Reviews and approves exceptions to established policies/procedures pertaining to remuneration and benefits.

Governance, Risk, Compliance and Reporting  - Ensure adherence and compliance with the ATNS regulatory framework. Ensure training of all relevant users on the Remuneration and Benefits compliance and governance requirements.  Develop and implement a Remuneration and Benefits risks management and strategy. Develop and manage effective implementation of a remuneration and Benefits risk log. Understand the key Remuneration and Benefits risks across the business and report and raise them in the appropriate forums. Proactively manage key risks and ensure mitigating actions are well thought through and implemented by appropriate team level. Ensure timely compilation and submission of all the required reports (internal and external) to ensure compliance.

People Management - Lead and manage people. Concludes clear performance management contracts with the team and ensure effective management thereof. Ensures that all staff in the department have clear individual development plans and are being implemented to ensure the required skills to meet business requirements.

Finance and Cost Management- Contribute to the development of the functional budget to ensure that the is provision for executing the strategic initiatives.  Closely control and monitor utilisation of the approved budget to ensure that the expenses are managed within the prescribed procedures.  Manage the costs involved while maintaining quality of service. Compile and provide monthly required reports on utilisation of the budget. Identify and prevent irregular and fruitless and wasteful expenditure. Provide the required supporting documents to enable effective auditing process.