Main purpose: To manage the development and administration of the Special Investigation Unit’s Reward and Performance Management strategy to attract, retain and motivate staff. Also responsible for leading the development, implementation, and management of reward, performance, and payroll strategies, policies, and programs to ensure alignment with the SIU’s strategic objectives. This role will focus on creating a high-performance culture through effective performance management systems, competitive reward structures, and efficient payroll operations.

Key performance areas (Include but not limited to): Strategic Leadership: Develop and implement reward and performance strategies that align with the SIU’s goals and objectives. Policy Development: Create and maintain reward and performance policies, ensuring they are up-to-date and compliant with relevant legislation. Performance Management: Oversee the performance management system, including setting performance standards, conducting performance reviews, and managing performance improvement plans. Operational Planning and Implementation: Payroll Management: Ensure accurate and timely payroll processing, including managing payroll systems, compliance with tax regulations, and resolving payroll-related issues. Reward Management: Design and manage compensation structures, including salary benchmarking, incentive programs, and recognition schemes. Data Analysis: Analyse performance and reward data to provide insights and recommendations to SIU executive management. Stakeholder Engagement: Collaborate with SIU Management and Human Capital management to ensure alignment and effective implementation of reward and performance programs. Compliance: Ensure all reward and performance practices comply with legal and regulatory requirements. Learning and Development: Provide guidance and training to managers and employees on performance and reward-related matters. Budget Management. Staff Management.

Required knowledge and behaviour (include but not limited to): Sound knowledge of remuneration and compensation principles and best practices. Sound Knowledge of performance management systems. Sound Knowledge of payroll systems, policies and procedures. Sound Knowledge of the applicable HR legislation (e.g. Basic Conditions of Employment Act). Intermediate MS Office proficiency. Knowledge of financial principles. Team Player. Attention to detail. Deadline driven. Collaborative. Customer focused. Work under pressure. Results-oriented. Confidentiality.