Rewards and Benefits Manager

Job description

Job DescriptionOld Mutual is inviting applications from suitably qualified candidates to fill the position of Rewards and Benefits Manager, a permanent role based in Blantyre. The successful candidate will report directly to the Human Capital Executive.KEY PURPOSE OF THE ROLEThe Rewards and Benefits Manager will be responsible for leading the development and implementation of the Company’s reward, benefits, performance management, and workforce planning strategies. The role will ensure competitive and equitable remuneration practices, manage employee benefit programmes and incentive schemes, providing workforce analytics and insights, and partnering with business leaders to support organisational performance, talent management, and strategic workforce decisions.DUTIES & RESPONSIBILITIESEnsuring policy alignment to Group Remuneration Policy by facilitating the implementation of Group reward policies and processes and measuring effectiveness.Developing Human Capital remuneration budgets and expenditure reports.Coordinating annual salary reviews within the Malawi Group, communicating timelines, and monitoring progress.Administering Short-Term Incentive Schemes (STI).Administering employee benefit schemes including medical aid, pension, funeral cover, and Group Life Assurance (GLA).Establishing industry best practices by obtaining comparative remuneration data through market research and identifying emerging trends.Analysing and communicating remuneration survey results to stakeholders through participation in or commissioning of remuneration surveys.Monitoring market competitiveness and pay differentials and making appropriate recommendations.Complying with risk management standards, participating in audits, and implementing corrective and mitigation measures where necessary.Enabling informed decision-making through the provision of analytics, workforce insights, and management information reports.Providing thought leadership on remuneration and benefits by keeping abreast of market developments and integrating best practices into service delivery.Building credibility and trust by partnering with HR Business Partners and providing guidance on remuneration and benefits matters.Providing clear communication and statistical support on remuneration practices and their implementation.Understanding and responding to business needs through effective stakeholder engagement and business partnering.Leading and coordinating the annual Performance Management Cycle, including goal setting, mid-year reviews, year-end performance assessments, moderation, and calibration processes.Monitoring performance outcomes and providing insights and analytics to support performance-based reward decisions, talent management, and succession planning.Partnering with business leaders and HR Business Partners to ensure alignment between performance management outcomes, reward strategies, and business objectives.Driving workforce planning processes, including headcount budgeting, workforce forecasting, organisational structure reviews, and position management.Analysing workforce trends, productivity metrics, and talent requirements to support strategic workforce planning and organisational effectiveness.Developing workforce planning dashboards and reports to provide insights on workforce costs, capability gaps, talent risks, and future workforce requirements.Supporting organisational design and transformation initiatives through workforce analytics and resource optimisation recommendations.Headcount and staff cost tracking and managementMobilization of rem and performance related calendar activities