Remuneration and Benefits Specialist at Isanti Glass

The Remuneration & Benefits Specialist is responsible for designing, implementing, maintaining, and reviewing Isanti Glass’ remuneration, benefits, and reward frameworks to ensure competitiveness, compliance, and alignment with the company’s business strategy. The role ensures fair and equitable pay structures, optimises employee value propositions, and supports retention and performance with diverse occupational levels and unionised operations. The incumbent will leverage data-driven insights to guide remuneration decisions, contribute to bargaining processes, and ensure that all practices align with EE requirements, statutory legislation, and global best practices in compensation and benefits.

Payroll Processing & Administration

• Accurately process monthly payroll for all employee categories, including shift workers, salaried staff, and executives.
• Capture and verify all payroll inputs (new hires, terminations, overtime, shift allowances, deductions, bonuses, and leave administration).
• Ensure timely and accurate salary payments to employees in line with agreed pay dates.

Statutory Compliance

• Calculate and submit all statutory deductions, including PAYE, UIF, and SDL, in compliance with the Income Tax Act and Unemployment Insurance Act.
• Administer retirement fund and medical aid contributions, ensuring accurate deductions and timely payments to providers.
• Prepare and submit EMP201, EMP501, and other SARS-related reconciliations and returns within prescribed deadlines.

Benefits & Leave Administration

• Coordinate payroll-related benefits (group life, disability, medical aid, and retirement fund).
• Administer leave in accordance with the Basic Conditions of Employment Act (BCEA) and company policy.
• Reconcile leave balances and resolve any discrepancies with line managers and employees.

Remuneration Strategy & Policy

• Develop and maintain remuneration and benefits policies aligned to Isanti’s objectives, market benchmarks, and legislative requirements.
• Conduct annual remuneration reviews, job grading, and salary structure adjustments to maintain internal equity and external competitiveness.
• Advise management on pay practices that attract, retain, and motivate employees, while controlling labour cost inflation.

Job Evaluation & Grading

• Administer and maintain job evaluation systems through Peromnes grading methodology.
• Ensure job profiles are accurate, updated, and aligned with Isanti Glass structures and business needs.
• Conduct internal equity analysis to identify pay gaps and support pay parity initiatives.

Benefits Administration

• Oversee employee benefits programs (medical aid, retirement funds, group life, disability, etc.), ensuring cost efficiency, compliance, and employee awareness.
• Negotiate with benefit providers to secure optimal terms for the company and employees.
• Manage leave administration policies and advise on improvements to reduce absenteeism and associated costs.

Reward & Recognition

• Support the design, administration, and governance of short-term and long-term incentive schemes.
• Monitor incentive effectiveness, fairness, and ROI, making recommendations for adjustments.
• Partner with business to implement recognition initiatives that strengthen engagement and performance culture.

Data, Analytics & Reporting

• Conduct salary benchmarking using reputable market surveys.
• Produce regular remuneration analytics and dashboards for Exco, HR, and line management.
• Monitor wage-to-revenue ratios and overtime/shift cost trends to support operational efficiency.

Compliance & Governance

• Ensure all remuneration and benefits practices comply with:
  • Basic Conditions of Employment Act (BCEA)
  • Labour Relations Act (LRA)
  • Employment Equity Act (EEA)
  • Income Tax Act (PAYE, fringe benefits taxation)
  • Pension Funds Act
  • BBBEE Codes of Good Practice
• Support Employment Equity remuneration gap reporting and corrective action plans.
• Participate in audit processes for remuneration and benefits governance.

Stakeholder Engagement

• Support wage negotiations and provide data for bargaining council processes.
• Serve as a key advisor to managers and HR colleagues on pay-related matters.
• Provide clear communication to employees about their total reward package.

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