I can assist you in aligning your organisations remuneration and benefit strategies, covering:
- Reviewing, aligning and / or developing and implementing your:
- Remuneration and benefit strategy, including governance i.e. your pay philosophy.
- Remuneration policies and practices, including system, accounting and payroll links.
- Executive and staff pay levels and market positioning.
- Total package (total cost to company) conversion or other reward initiatives, etc.
- Assisting in developing and implementing your remuneration communication to ensure employees are aware of the value your organization has invested in them.
"When I think I have communicated enough….I communicate more." - Kat Cole
- Analysing your remuneration data to identify areas that are working well and where action is required, including aspects such equal pay for equal work. This covers providing:
- Meaningful data analytics and dashboards
- Links between policy and payroll, and other relevant human resource systems i.e. performance management, talent acquisition and retention, etc.
- The financial / accounting implications, etc.
- Supporting, or driving, your annual remuneration processes i.e. annual salary / package increase process, incentive payment cycle, etc.
- Reviewing or developing and implementing:
- Pay structures / salary scales, together with market benchmarking.
- Risk and retirement schemes, including medical aid / allowance schemes.
- Remuneration policy and procedures, etc.
- Leading the development and implementation / roll-out of an appropriate HRIS system for your organisation i.e. Workday Compensation / Advanced Compensation Modules.
- Overhauling your Executive Remuneration approach.
- Reviewing and aligning your organization structure - where is work generated and outsourced - through assessing your job evaluation system / methodology, including evaluating positions and creating job descriptions, etc.
- Auditing and /or developing and implementing:
- Incentive / recognition schemes that drive your organisations short term and long-term goals.
- Benefit Schemes that provide the required cover to employees and peace of mind to the organisation.
- Managing any reward and / or benefit projects, etc.
