Reward Manager

Reward Manager

Sandton – In the office role

Most reward roles sit at one of two extremes. Either you spend the year reconciling spreadsheets and never shape anything, or you write strategy and never see a pay programme land. This role is deliberately in the middle.

Resourgenix is recruiting a Reward Manager for a JSE-listed group with around 7000 employees across a number of African countries. The role sits in the Group Reward team and reports to the Group Head of Reward. You will turn reward strategy into frameworks, processes and decisions that work in practice, and be the person the business calls when a pay question needs a proper answer rather than a quick one.

What you will be doing

• running job evaluation and market benchmarking, and defending the outcomes when line managers push back
• managing the annual reward cycle and the operational processes behind it, making them more accurate each year and not just repeating them
• designing and running incentive schemes and recognition programmes that change behaviour, not just cost money
• carrying out pay equity analysis that stands up to regulatory and employee scrutiny
• supporting pay programmes across the group's African markets, where inflation, currency movements and statutory requirements rarely stay still
• keeping reward policy, governance and risk controls sound, and flagging problems before audit does
• delivering special projects as Group Reward priorities change

What this role is not

It is not a Head of Reward position. You will not set the group reward philosophy. You will shape how it is applied, influence how it develops and make sure it works in the real world. If you want real depth and exposure across the whole reward cycle, without being stuck on one narrow part of it, this is the right level.

What you bring

• a relevant bachelor's degree
• the GRP qualification, completed
• At least 4 to 6 years of reward experience, ideally including multi-country or African pay programmes
• strong analytical skills, with the judgement to know when the numbers answer the question and when they do not
• confidence to advise senior stakeholders and hold your position when the data supports it

The client's name will be shared in confidence with shortlisted candidates before any application goes forward. We will not submit your CV anywhere without your explicit consent.

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