Group Head: Reward and Remuneration

Purpose of the Job

• To develop shape and lead the reward strategy for the organization across all geographies in order to attract, retain, engage, reward and motivate all levels of employees while remaining consistent with the values of the organization.
• Provide expert guidance to AECI Board and Executive relating to remuneration compliance and best practice around fair-pay, employee incentivisation, delivery of financial performance through incentive schemes and facilitating the strategic attraction of AECI as an employer of choice.
• Collaborate with Business Leadership, Subject Matter Experts (Finance, Tax and others), Human Resources and Global Services team in formulation of a ‘One AECI’ remuneration experience across
• all global operations. 

Role and Responsibilities

Remuneration Strategy and Philosophy 

• Develop and refine Remuneration Strategy and Philosophy for alignment with overall organization strategic goals. Implement strategy in collaboration with Global Services & Reward.
• Develop a clear and robust understanding of AECI’s operations and strategy, both current and future, to adapt and refine strategic remuneration projects, such that strategic plans are supported through employee engagement and motivation.
• Design, research, review and implement policies for the AECI Group including Africa and other international operations in line with the AECI Group Reward Strategy, and lead adoption and alignment projects to achieve a flexible and consistent employee experience in collaboration with Global Services & Reward.
• Research, monitor and seek out global reward developments and trends to enable AECI to remain compliant, relevant and flexible across cultures, generations and geographies including non-remuneration matters such as ESG, Diversity and Culture/change.
• Formulate clear and robust guidelines for various remuneration matters relating to company directors, executives, non-employee directors, trustees and miscellaneous work engagements globally, such that a
• cohesive and consistent approach is taken in all instances.

Leadership

• Operate and live every day as an ambassador for the organisation.
• Adopt and reinforce the company DNA.
• Participate as a member of the HR Executive and assigned sub committees of the Board.
• Act as an inspiration to influence people in business by motivating staff on all levels in order to achieve world-class business results.
• Act as a Mentor and Coach.
• Provide the leadership necessary to ensure that the Remuneration function meets and exceeds business expectations.
• Ensure effective communication within the function and between the other functions.
• Identifying best practices internally and externally.
• Developing communication and change management plans together with Regional Heads of Human Resources when implementing new reward strategies.
• Be aware and informed of Reward best practices within the industry through industry contacts and industry groups and determining if they would be of use to the Organisation.

Annual Remuneration Cycle and AECI Incentives

• Lead the full annual reward cycle and associated processes including annual increases, STI and LTI awards and vesting, and liaise with key stakeholders around policy adherence, continuous improvement and compliant reporting.
• Balance financial constraints of organization against employee motivation and retention in all annual remuneration processes and provide assistance and guidance around provisions relating to all incentives.
• Lead business in formulation of incentive provisions and calculations which impact on profitability and employee reward.
• Design, model and refine Long-term incentive schemes (share schemes and cash settled) and Short-term incentive schemes to deliver organization performance targets through employee motivation and reward, and meet shareholder expectations around value and reward.
• Lead benchmarking exercises on all operations and levels of employment.
• Research and develop approaches to incentivize innovation, adoption of green technology, ESG measures
• and diversity strategies which drive the right behaviour in management and employees.

Global Mobility 

• Refine policy and frameworks relating to employee mobility to meet talent development and business support requirements, such that AECI can deploy key talent across the globe.
• Audit and review compliance to the International Assignments governance framework for expatriates and short-term assignment, in particular around immigration, tax compliance and potential risks which may arise through unintended actions in collaboration with Global Services & Reward.
• Provide leadership and expertise on unique solutions to deploy employees in new locations and operations, which remain compliant and provide a positive employee experience with clear cost control.
• Overview of expatriate tax compliance, and tax submission process relating to returns, and provide
• guidance and reporting to business around risk management.

Organisational Design

• Design an effective Remuneration operating model to support achievement of business goals and objectives.
• Provide and direct a framework that will ensure the recruitment, appointment and retention of competent staff.
• Identifying development opportunities within the Group and industry and facilitate the on-going development of employees.
• Ensure effective cross-functional integration of the HR function.
• Identify and manage appropriate external resources providing technical assistance and advice to operational personnel in areas of specialist needs.
• Assist the organization and operation in creating fit for purpose remuneration structures.

Benchmarking & Retention

• Lead development of salary ranges for local and international operations, as benchmarked against external data which will support the attraction of key talent.
• Lead and manage executive remuneration benchmarking and senior management remuneration analysis in conjunction with Talent and People reviews.
• Manage Non-Executive Director remuneration and benchmarking.
• Lead the management of Non-Executive Director remuneration and benchmarking.
• Lead development and refine retention strategies around key technical skills and qualifications globally to support AECI’s operations and strategy.
• Lead the refinement and development from scratch incentive schemes which match organisation strategic
• goals and provide guidance to business on implementation plans and management of these schemes.

Benefits

• Oversight of all benefits for global employees, including setting the appropriate strategic deliverables around retention and responsible employer obligations in collaboration with Global Services & Reward.
• Lead projects to align benefits from acquisitions and mergers to provide a consistent employee experience and where possible savings to the business and operations.
• Research trends (global and local) relating to employee benefits, and remain to to update on legislative changes which impact the company and employees.
• Design and lead project plans to update benefits which minimize impact to employees and reduce complexity on the HCSS payroll system, both in response to legislative changes and best practice in collaboration with Global Services & Reward.
• Collaborate with HC Exco team to refine and uplift employee value proposition.
• Provide support and leadership on key benefit Boards of Trustees and support governance and compliance efforts.

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Qualification and Experience

• Post Graduate Finance, Human Resources, Business or Tax Degree (minimum).
• SARA Accreditation (Chartered Reward Specialist or higher)
• At least 15 years’ experience in a senior remuneration role in a large organisation.
• At least 8 years’ experience in a listed company.
• Experience in a multinational company (advantageous).
• Experience in a mining company (advantageous).
• JSE and King IV & V best practice. reporting standards and requirements
• International remuneration approaches and practices
• Board and Remuneration Committee engagement and experience
• End to end Share scheme design and management experience
• Global Mobility Experience
• Annual Reporting, Remuneration Report compilation
• Financial modelling and provisional calculation for financial reporting
• International Financial accounting standards relating to incentives

Key Competencies

• Planning and Organising
• Conflict Resolution
• MS Office
• Project Management
• Business Acumen
• Stakeholder Management at Executive Level
• Creative and Innovating
• Numerical & Mathematical
• Formulating Strategies and Concepts

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