DIRECTOR: REWARD AND BENEFITS

(Payclass 13, Peromnes 5)

HUMAN RESOURCES DEPARTMENT

At the University of Cape Town (UCT) nearly 6 700 talented employees work together in a vibrant and stimulating environment to ensure that UCT remains the best in and for Africa. Colleagues are deeply committed to UCT’s sustainability, excellence and transformation. Academic and Professional, Administrative Support and Service (PASS) staff collaborate daily to ensure that UCT’s academic project, which includes teaching, learning, and research, is being delivered effectively. The university offers a diverse and inclusive community in which to work towards achieving its Vision 2030 goals.

UCT, a research-intensive university that is consistently acknowledged as one of the finest universities in Africa, is seeking to appoint an HR Director: Reward and Benefits. The main purpose of this position is to:

• Provide strategic leadership, governance and oversight of UCT’s Reward, Benefits and Staff Wellbeing portfolio;
• Ensure fair, equitable, competitive and sustainable reward practices aligned with UCT’s strategic objectives, transformation goals, and financial sustainability;
• Conceptualise, develop and implement the university’s remuneration strategy to ensure that UCT remains an Employer of Choice;
• Lead, direct and coordinate the activities of the Reward, Benefits and Staff Wellbeing function including the development, review and implementation of an effective and sound strategy and related policies, procedures and service level agreements;
• Provide strategic input and advice in bargaining and managing Union relationships in the context of Reward and Benefits;
• Provide oversight and leadership for the UCT Retirement Fund function and staff;
• Represent UCT as a trustee on the University of Cape Town Retirement Fund (UCTRF);
• Ensure strong governance through policies, frameworks, and reporting to various forums, including the University HR Management Advisory Group (HRMAG), Remuneration Committee, HR Committee, etc.

Requirements for the job:

• A relevant NQF 9 qualification, preferably in HR, Commerce or related discipline
• A minimum of 10 years’ relevant knowledge and experience in Human Resources and Remuneration and Benefits, of which a minimum of 5 years should be at a senior management level in a corporate/institution.

• People Management – sound track record of effective people management and motivational skills.
• Negotiation and Consultation Skills – sound track record of effective negotiation and consultation skills.
• Analytical Skills- advanced analytics and modelling capability.
• Policy and Procedure Formulation – sound track record in reward and benefits policy formulation
• Drive- show confidence, assertiveness and commitment in setting and achieving goals and persistence in the pursuit of these goals
• Integrity- have a track record of having acted according to ethical principles of honesty and trustworthiness, in particular have credibility and a track record of honouring commitments and promises made
• Training and Coaching Skills- sound track record in transferring knowledge through the writing of, and facilitation of training and coaching programmes.
• Stakeholder engagement – experience in engaging with executives, councils/boards and unions.
• Conceptual Ability:

• Able to analyse complex situations, which have multiple and conflicting priorities. Able to place these situations in a relevant, long-term context and to present solutions that address these conflicting priorities in the long-term.
• Uses imagination and creative insight to suggest a range of possible solutions. Able to turn problems into opportunities.
• Decision-making and judgement is based on an awareness of the issues (knock-on effects, constraints and sensitivities) beyond the immediate “boundary” of the situation taking into account all the conflicting priorities.  Produces convincing long-term solutions that address the wider context.

• Interpersonal and Communication Skills:

• Able to inspire others and has a strong personal commitment to the attainment of UCT’s goals.
• Shows insight into the needs of others and is able to build positive relationships, even in difficult situations.
• Inspires teamwork by guiding a large group to the attainment of agreed objectives.
• Listens with patience and understanding, takes time and responds honestly and uses care when judging others.
• Able to obtain a greater understanding of issues through effective questioning.
• Good verbal and written skills, able to present ideas with confidence and clarity to achieve the desired impact.
• Copes under pressure and is able to influence those who have an impact on the situation in the long term

• Practical Implementation Skills:

• Able to plan, organise and co-ordinate in situations involving large groups with diverse viewpoints.
• Able to manage the implementation of a number of complex programmes (where there are few precedents) with  competing priorities and conflicting demands and deadlines.
• Sets rational strategies for the long-term, including possible contingencies.
• Able to take effective decisions and follow through.
• Able to adjust plans without losing sight of the strategic goals to be achieved.

The following will be advantageous:

• Possession of Global Rewards Professional (GRP) or recognition from the South African Rewards Association (SARA)
• Higher Education or similar institutional experience
• A good understanding of the legislative framework governing tertiary education institutions, including the Higher Education Act and policies and procedures
• Knowledge of the University’s policies & procedures, including an understanding of the University’s committee structures and decision-making bodies and processes

Responsibilities:

Strategic HR Leadership & Policy Development:

• Lead and provide strategic direction by developing Reward, Benefits and Staff Wellbeing strategies in alignment with the institution’s strategy (Vision 2030) and the UCT People Strategy.
• Conceptualise, develop and implement the university’s remuneration strategy to ensure that UCT remains an Employer of Choice.

Governance, Compliance and Risk Management:

• Ensure that all UCT’s Reward, Benefits and Staff Wellbeing policies, processes and procedures are competitive, fair and aligned with labour legislation.

Employee Relations & Union Engagement:

• As a member of the management bargaining team, prepare and present the mandated reward and benefits at Union information sessions. Leads and provides oversight for the implementation of bargaining outcomes.

Financial & Resource Stewardship:

• Prepare and manage the annual budget for the function, including the management of    external service providers and budget spend, in line with budget and financial constraints

People Leadership & Service Excellence

• Provide strategic management and oversight to staff in the HR Staff Wellbeing and Reward function including Remuneration, Appointments, Staff Wellness, Healthcare and Benefits.
• Be responsible for the quality of the service to the client base by ensuring that the service is structured in a manner that ensures service delivery and by leading and building a high performing team that adds value to UCT.
• Lead, direct and coordinate the activities of the Staff Wellbeing and Reward function including the development, review and implementation of an effective and sound strategy and related policies, procedures and service level agreements.

Retirement Fund & Governance Leadership

• Provide oversight and leadership for the UCT Retirement Fund (UCTRF) function and staff.
• Represent UCT as a trustee on benefit or trust funds, including the UCTRF.
• Manage the annual budget for the function, including the management of external service providers and budget spend, in line with budget and financial constraints
• Provide strategic input and advice in bargaining and managing Union relationships.

The annual cost of employment, including benefits, is between R 1 329 295 and R 1 563 876.

To apply, please visit the UCT Jobs site to create a candidate profile and to submit your application. Please complete/attach the following to your profile before submitting your application:

• Curriculum Vitae (CV).
• Cover letter that speaks to the specific requirements of the position.
• Three referee names which must include their title and name, position details, relationship to you, their e- mail address and telephone number.

Shortlisted candidates may be required to undergo competency assessments and references may be requested by UCT at any stage of the selection process.

Any enquiries for the position to be addressed to Mr. Ian Pietersen at ian.pietersen@uct.ac.za or 021 650 2163.

Closing Date: 02 December 2025

UCT is a designated employer and is committed to the pursuit of excellence, diversity and redress in achieving its equity targets in accordance with the Employment Equity Plan of the University and its Employment Equity goals and targets. Preference will be given to candidates from the under-represented designated groups. Our Employment Equity Policy is available at https://uct.ac.za/media/9482.

UCT reserves the right not to appoint.