SATIC IFS: Compensation and Rewards Analyst

About PwC SATIC and the role 

Within PwC’s South Africa Technology & Innovation Centre (SATIC), the Compensation and Rewards Analyst play a crucial role in promoting organisational success by collaborating on a strategic project aimed at auditing and enhancing internal role profiles, whilst harmonising salary structures with the South African market. This initiative encompasses more than remuneration, integrating considerations for skills development and career pathways. The role demands the expert application of the Paterson grading scale to ensure the alignment of role profiles with organisational standards, market benchmarks, and required skills and competences, ensuring consistency and equity across the organisation. By collaborating with HR Business Partners, line managers, and other key stakeholders, the Analyst facilitates the evaluation and refinement of role definitions, resulting in more precise and standardised profiles. Through proficient use of grading methodologies and integration into compensation frameworks, the Analyst bolsters SATIC's commitment to equitable and transparent reward systems, fostering a culture of performance excellence and operational integrity. With a focus on analytics and documentation, this role is pivotal in maintaining a clear audit trail and promoting informed decision-making underpinned by robust, data-driven insights. 

Summary: 

The Compensation and Rewards Analyst at PwC’s South Africa Technology & Innovation Centre (SATIC) will conduct a thorough audit of all internal roles, examining existing role profiles to ensure alignment with organisational standards and market benchmarks. By utilising the Paterson grading scale, the Analyst will evaluate and assign 

Qualifications / Certifications required: 

• Bachelor’s degree in human resources 

• Experience Patterson Consultant 

Experience required: 

• Minimum 8 years’ work experience in Compensation & Benefits, Rewards or HR Analytics 

• Proven expertise in job evaluation and grading, specifically using the Paterson grading system 

• Strong understanding of role profiling, organisation design, and compensation frameworks 

• Experience working on large scale role audits or grading projects 

• Excellent analytics and documentation skills 

• Ability to work independently and manage project timelines effectively. 

• Experience in consulting or working with multiple business units 

• Strong stakeholder engagement and communication skills 

Responsibilities of role: 

Conduct a comprehensive audit on all existing role profiles across Business Units 

• Examine role descriptions, responsibilities, and competencies. 

• Assess alignment with organisational standards and strategic goals. 

Apply the Paterson grading methodology to evaluate and assign appropriate grades to each role: 

• Assess roles based on scope, complexity, and decision-making requirements. 

• Ensure fair, consistent grading aligned with market benchmarks. 

Identify inconsistencies or gaps in current role definitions and recommend adjustments: 

• Obtain insights and feedback on actual work performed. 

• Ensure alignment between grading practices and business needs. 

Document grading rationale and maintain a transparent audit trail: 

• Develop and deliver informative training sessions. 

• Enhance stakeholder understanding and ensure consistent grading practices. 

Support the integration of grading outcomes into compensation structures and performance frameworks 

• Align grading outcomes with compensation and performance assessments. 

• Establish equitable reward systems and performance metrics. 

Desirable skill sets 

include: 

• Excellent communication, interpersonal, collaboration and conflict resolution skills. 

• Analytical mindset  

• Ability to influence stakeholders and drive change. 

• Agile, resilient, and innovative approach to problem-solving. 

• Adaptability and Resilience 

• Organisational and Planning Skills 

Role related attributes: 

• Detail-oriented: Precision in auditing role profiles and ensuring accuracy in documentation and grading outcomes. 

• Integrity and transparency: Uphold ethical standards and maintain openness in communicating grading rationales and processes. 

• Proactive: Take initiative to identify and address gaps or inconsistencies in role definitions and compensation frameworks. 

• Results-driven: Focus on achieving precise grading outcomes and contributing to organisational success through improved role profiles and compensation systems. 

• Customer-focused mindset: Work diligently to understand and meet the needs and expectations of internal stakeholders and employees. 

• Methodical and organised: Approach complex grading projects systematically, ensuring thoroughness and adherence to timelines. 

• Continuous learner: Stay updated on industry trends, compensation methodologies, and grading systems to enhance expertise and effectiveness. 

• Collaborative: Work seamlessly with HR partners, line managers, and various stakeholders to achieve common objectives. 

• Cultural sensitivity: Recognise and appreciate diverse perspectives and organisational cultures, ensuring equity and fairness in role grading. 

Mental & Environmental Demands / Special work requirements: 

• This environment demands exceptional quality, attention to detail and ensure time frames are adhered to with performance under pressure. 

• Ability to deliver on a task independently 

• High level of resilience and persistence  

• Continues motivation of other to ensure timeous delivery 

• Managing conflicting priorities 

Communication and Interaction required: 

Staff in own area (manager, subordinates, colleagues)  [30%] 

Staff outside own area  [40%] 

Internal Firm Services (SA Firm)  [30%] 

Territory Stakeholders  [0%] 

Vendors/Suppliers  [0%] 

Other (e.g. Industry Forums/Associations)  [0%] 

Industry experience required: 

Professional services background is preferred 

Add-on to job advert: 

Agencies please note: This recruitment assignment is being managed directly by PwC’s Talent Acquisition team. We will reach out to our preferred agency partners in the rare instance we require additional talent options. Any speculative or unsolicited CVs received will be treated as a direct application.  Your respect for this process is appreciated.