About Deloitte

Deloitte is a leading global provider of audit and assurance, consulting, financial advisory, risk advisory, tax and related services. Our global network of member firms and related entities in more than 150 countries and territories (collectively, the “Deloitte organization”) serves four out of five Fortune Global 500® companies. Learn how Deloitte’s approximately 312,000 people make an impact that matters at www.deloitte.com.

About the Division

Today’s business challenges present a new wave of HR, talent and organisation priorities. Deloitte’s Human Capital services leverage research, analytics, and industry insights to help design and execute critical programs from business-driven HR to innovative talent, leadership, and change programs.

There’s no single path to driving value through Human Resources (HR) - not every HR initiative is transformative.  However, every HR investment can point the way to value. That’s where Deloitte’s HRT practitioners excel: Forging a direct path to High Impact. The success of any HR Transformation initiative extends beyond the creation of capacity and focuses on building the capability, credibility and community to deliver High Impact for the business. For three decades, our practitioners have focused exclusively on the HR function. We will never stop investing in the future of HR. We are the leader today because we are always thinking about tomorrow. 

Click here to read more about Deloitte Consulting - Human Capital Workforce Transformation

Main purpose of the role

Manages and oversee Executive and Non-executive Remuneration benchmarking including:

• Defining and executing the processes for data collection, research, classification, data administration, survey methodology, benchmark calculation, survey publication, and client user education.
• Generation of insights and trend reports.
• Contributing to the continuous improvement of product offerings and survey portal & dashboards.

Client consulting delivery relating to remuneration modelling and benchmarking.
Supports, and at times lead the proposal and sales process with clients relating to remuneration benchmarking and related matters. This also includes supporting marketing initiative regarding related products and offerings.
 

Key performance areas:

1.    Survey Production    

Manage production activities relating to executive and non-executive director remuneration products, including: 

• Ensure timely collection of data from survey participants and/or from source documents. 
• Conduct and manage research and analysis to stay informed about the latest developments in executive and non-executive director remuneration practices.
• Oversee the quality of job matching and data input into the benchmarking system.
• Manage the survey/report production process end to end i.e., producing all the surveys, explanatory notes and trends and practices questionnaires accurately and efficiently.
• Manage direct reports, providing direction, coaching and feedback to consultants and ensuring they timeously deliver high-quality work.

   
2.     Product Improvement    

Manage Product and System Development activities, including:

• Review the executive and non-executive director remuneration product offering and design and implement product improvements.
• Maintain job catalogue for relevant roles, aligned with market changes and industry trends. 
• Establish and communicate requirements for system changes; test and implement changes in collaboration with the development team. 
• Identify opportunities to improve our existing offerings and methodologies; develop new products and services that meet the evolving needs of the market.
• Contribute to the development and improvement of product documentation, proposals and sales templates, ensuring alignment with product changes, as required.   

3.    Data Management    

Manage executive and non-executive director remuneration information and ensure availability of source data and analysis as input into remuneration advisory work of the broader team. 

• Manage the processes of capturing and/or sourcing directors' disclosure data from reliable sources, including company filings, regulatory databases, direct communication with companies and subscription databases.
• Develop and implement data quality control procedures to ensure data accuracy and completeness.
• Oversee the process of cleansing, standardising and formatting of data for consistency and efficient analysis.
• Respond to data requests from the remuneration advisory team and other stakeholders.
• Stay informed of changes in regulations and reporting requirements related to directors' disclosure data.

4.    Client Project Delivery    

• Consult on client projects, applying expertise to advise clients on a range of executive and non-executive director remuneration issues, developing tailored solutions to meet specific client needs.
• Handling queries and complex cases as escalated. 

5.    Business Development    

• Build distinctive client relationships by establishing credibility, positioning our firm as a market leader. 
• Cultivate strong relationships with clients, partners, and industry experts and consistently demonstrate our unique ability to deliver valuable, innovative, and high-quality client work.
• Manage client leads relating to subject area.
• Contribute to the overall sales revenue target for salary survey sales.
   

Minimum Qualifications    

• Bachelor’s degree in relevant field of study or technical equivalent

Desired Qualifications    

• Postgraduate qualification (relevant to Service Area / Business Management, etc.)

Minimum Experience    

• 10 years’ work experience, including at least 2 years in a remuneration and reward related role. 

Desired Experience    

• Data analysis, research and insight generation
• General staff and executive level remuneration
• Survey benchmarking and application of salary surveys
• Involvement in system development
• Human resources, talent management and job architecture
   

Leadership Capabilities 

Capability

Inspiring

Leading with integrity to build inclusion and motivation. Leads with integrity by example and makes a strong positive impact through energising others, valuing differences and contributions, and inspiring self-belief

Creating purpose

Creating a sense of vision and purpose. Understands and leads the execution of key objectives and priorities for internal and external stakeholders, aligns people to objectives and sets priorities and direction.

Driving agility

Delivers superior value to stakeholders, and high-quality results; drives high performance from people across Deloitte.

Building diverse capability

Develops diverse, high-performing people and teams through new and meaningful development opportunities.

Influencing

Influences stakeholders, teams, and individuals positively, leading by example and establishes professional relationships with increasingly senior people.

Collaborating

Collaborates effectively to build productive relationships and networks.

Delivering value

Makes informed decisions which positively impact sustainable financial performance and enhance quality.

Building the business

Applies understanding of disruptive trends and competitor activity to recommend changes in line with leading practices.

Profession

Analytical Acumen

Leveraging data to recommend impactful approach and solutions through the power of analysis and visualisation. Demonstrates an in-depth analytical acumen by objectively assimilating and analysing basic and/or complex data.

Effective Communication

Delivers well-articulated messages and makes an impact on stakeholders.

Engagement Management / Delivery Excellence

Takes accountability for seamlessly managing engagement(s) delivery, multiple if needed, through robust planning (including resources deployment), delivering positive engagement economics metrics and proactively setting and clarifying expectations with stakeholders.

Managing Change

Acts as an ambassador for change by managing uncertainty and ambiguity with team(s), communicating key objectives and priorities to stakeholders, and addressing concerns.

Managing Quality & Risk

Takes accountability for ethical, data security, independence, quality, risk management and compliance responsibilities; understands responsibility to escalate unethical behavior and creates a culture of integrity, quality, and excellence on teams.

Sales Excellence

Displays ownership of the sales process and contributes effectively to building eminence and leading sales efforts.

Strategic Thinking & Problem Solving

Demonstrates a strategic and proactive mindset in articulating and solving complex business issues.

Tech Savviness

Creates a strong impact on internal and external stakeholders, applies relevant (and sometimes disruptive) technological tools and processes to solve business problems and collaborates with technology/process experts.

Technical / Specialised

Delivers on the Case Strategic Vision

Ability to optimise the business case for redesigning workforce strategy, composition and /or activation frameworks ensuring it effectively communicates the agenda, approach, and expectations to deliver strategic value to the client.

Delivers Core Offering Expertise

Ability to leverage specialised workforce transformation offering expertise to make recommendations that enable client’s strategic agenda/complex issues.

Delivers the Workforce Transformation Plan

Ability to employ a business, technology, and/or industry-oriented mind-set and use data-driven solutions to drive a workforce transformation agenda.

Note:

The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.