Wages & Salary Administration
Design compensation strategies, implement compensation plans which include defining the organisation’s talent requirements, functional roles, job role descriptions, reporting lines, accountabilities and responsibilities and balance with capacity to pay
Type
Functional
Competency Area
Human Resource Administration
Levels
Implement Compensation/Salary Policies as per documented guidelines
Implement Salaray & Wages Policies in letter and spirit
Escalates the issues concerning policy implementation at the appropriate time and procedure
Deal with requests for policy exemptions in the most appropriate manner
Interprets policy matters correctly, cites precedence to suport interpretation correctly
Drafts circulars and notes clarify policie, suggests modification to policies
Write and develop policy documents based on direction
Interpret organisational policies and procedures to identify discrepancies, misalignment or deficiencies
Implement and follow procedures to execute policies
Provide staff with updates on policies and procedures
Identify possible improvements for policy implementations and make appropriate suggestions
Design compensation plans and mechanisms in line with the organisational philosophy
Translate compensation strategy and philosophy into design principles
Identify trends from industry practices on compensation design
Design plans and mechanisms for compensation
Secure buy-in from stakeholders in compensation design
Evaluate cost impact of compensation designs
Design rewards policies that support the business
Develop processes and systems to measure effectiveness of compensation design
Refine compensation design
Establish organisation-wide compensation philosophy and strategies
Establish compensation strategies aligned to organisational vision, mission and values
Develop adaptive strategies to allow compensation designs to anticipate uncertainty
Create alignment among remuneration plans and programmes
Define criteria to evaluate success of compensation strategy
Review compensation design against the articulated organisational philosophy
Determine the business viability of compensation designs
Project future compensation design requirements
Direct refinements to compensation design
Formulate compensation philosophy of the organisation
Formualte compensation philosophy that is aligned to the overall organisation vision, mission and values
Approve the compensation philosophy and design in view of the organisation’s overall human resource (HR) strategies
Determine success measures for the compensation strategies
Align compensation philosophy and business’ strategic goals
Endorse compensation design
Establish alignment between compensation designs and other HR functions