Job Description

We at MTN are a purpose and value-led organization. At MTN, we believe that understanding our people’s needs and aspirations is key to creating experiences that delight you at work, every day. We are committed to fostering an environment where every member of our Y’ello Family is heard, understood and empowered to live an inspired life.

Our values keep us grounded and moving in the right direction. Most importantly, they keep us honest. It is not something we claim to be. It is in our DNA.

As an organisation, we consider it our mission to create an exciting and rewarding place to work, where our people can be themselves, thrive in positivity and ignite their full potential. A workplace that boosts creativity and innovation, improves productivity, and ultimately drives meaningful results. A workplace that is built on relationships and achieving a purpose that is bigger than us. This is what we want you to experience with us!

Our commitments go beyond an organisational promise. It is in our leadership and managerial ethos to meaningfully partner with our employees, customers and stakeholders with a vision to realise our shared goals.

Live Y’ello
• Lead with Care
• Can-do with Integrity
• Collaborate with Agility
• Serve with Respect
• Act with Inclusion

Mission/ Core purpose of the Job

Global Rewards is among the four Global HR Expertise Verticals at MTN Group HR. As the lead for Global Compensation and Benefits Design, the Senior Manager is accountable to develop, cascade and sustain a high impact strategic rewards model for MTN by ensuring that the global design is forward-looking and aligned with organization and business strategy. Specific work areas include Global Compensation and Benefits model, policy, standards and methodologies
The Senior Manager, Global Rewards Design reports to the General Manager, Global Rewards and is supported by a team of consultants and specialists
The position will interface with the Opco HR community, Business and Regional Talent Partners, Manco HR Operations and the respective Global Expertise Verticals.

Key Performance Areas: Core, essential responsibilities / outputs of the position (KPA's)

Key Deliverables
The SM, Global Rewards Design will be accountable to achieve the following objectives:
Strategy Development and Implementation
Lead creation of functional strategy in line with overarching functional goals, with emphasis on client experience (internal and external)
Ensure effective implementation of functional strategy by means of providing direction, structure, business plans and support
Oversee regular review of the functional strategy and roadmap to ensure its alignment with the changing dynamics of the internal and external ecosystem
Staff Leadership and Management
Source, induct, and manage talent in accordance with legislative guidelines
Continually develop a culture of strong collaboration and effective team working
Ensure open communication channels with staff and implement change management interventions where necessary
Provide definition of roles, responsibilities, individual goals and performance objectives for the team
Set key performance indicators (KPIs) and provide regular performance feedback through a well-defined and implemented performance review program
Develop and implement a training plan in order to build and develop skills within the team
Performance manage resources in accordance with HR policy and legislation where necessary
Actively participate in leadership team and develop skills of own team
Promote a ‘MTN centric’ and ‘partnership approach’ to develop strong relationships with other working groups and ensure adherence to Group governance
Governance

Strategic Meetings
Participate and provide input in strategic meetings
Provide inputs to enterprise wide transformation initiatives
Provide inputs to and ensure adequate risk mitigation and controls
Perform evaluation baseline of Service Level Agreements (SLAs) and key performance indicators (KPIs)
Request for relevant budget for internal projects and new initiatives
Facilitate preparation of proposal on change initiatives SLA, policies and procedures

Escalations
Escalate issues that will result in severe time, scope, productivity, and cost or resource impact
Manage and provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery

Functional Tactical
Review all projects initiated (internal or global)
Review and finalise objectives, targets and budgets for Global Rewards function as applicable
Review key risks, issues and dependencies and set mitigation actions
Facilitate in sign-off / making decisions regarding tactical changes

Performance
Monitor performance and alignment with MTN global strategy
Ensure alignment between Global Rewards team, service operations team, business talent partners and regional talent partner
SLA approval and exception performance review

Reporting
Report on a monthly basis to the Group CHRO relating to progress made within the function and in accordance with the measurement metrics set by the organisation
Report on an ad hoc basis on specific projects, as required
Budgets
Manage functional budgets in line with business objectives
Manage project initiative budgets in line with business objectives
Ensure that the cost of operations are reduced, in line with a least cost operating strategy stemming from the business drivers

Operational Delivery

Guidance and Support Delivery Management
Plan, organize, lead and monitor the design and development of global framework for a sustainable, fair and competitive Compensation, Benefits and Recognition model for MTN
Drive continuous improvement to ensure solutions are globally relevant and sustainable
Provide support to the respective Opcos for localisation and implementation of global compensation, benefits and recognition policies, in conjunction with Regional Talent Partners
Monitor, analyze and report on global compensation, benefits and recognition practices, trends and initiatives across the Group to enable constructive improvements across Opcos
Creating, identifying, developing and sustaining a global community of technical rewards experts to contribute to the remuneration strategy and to enable future-focussed solutions
Manage and ensure complete accountability for services relating to Global Rewards Design, delivered to business customers
Manage the performance and deliverables of direct and indirect reports to ensure that the operational objectives are achieved
Participate in communities of practices and conferences to facilitate knowledge sharing and positioning of MTN’s intellectual property and employer of choice brand towards the external marketplace

Design Management – Compensation, Benefits, Recognition and LTI
Accountable for the design of a sustainable, integrated and high impact Global Rewards strategy aligned with the Business and People strategy for MTN
Custodian of the Global Compensation & Benefits framework, policy and process across MTN. Ensure global relevance, market competitiveness and alignment with the talent management philosophy/values
Manage the design, development and improvement of a globally viable compensation and benefits program which comprises of an optimal mix of fixed and variable components, considering the regulatory and taxation implication on the organization and staff
In conjunction with the Global Talent Solutions and Regional Talent Partners, prepare, manage and evaluate the compensation and benefits strategy for MTN’s Global Mobility Program
Develop and manage the compensation and benefits matrix for global mobility programs (short and long term)
Overall mobility cost guidance for effective global mobility financial management
Review and validate the global mobility costing on a case-to-case basis
Assess and propose innovative global reward components and drivers which promote specific global initiatives such as Top Talent, Leadership, Critical Skills, alternate career models, innovative employment contracting models etc.
Design and improve Group-wide expatriate pay model aligned across the Group, supporting the MTN Deal and the MTN Group Reward Model, with minimal associated risk to MTN. Ensure the model is locally relevant in the country of assignment (in conjunction with regional talent partners) and fully compliant with applicable legislation
Design the financial framework for Global Incentive Schemes. Define Global STI and LTI architecture, incentive guidelines (eligibility) and nomination protocol where applicable
Design policies and framework for global remuneration increases (on/off-cycle)
Manage and monitor the global annual increase and performance bonus process for MTN
Responsible to design and implement the global recognition portfolio for MTN:
Global framework for recognition, based on innovative and leading practices suited for the African market
Design and rollout recognition programs which are in line with Business, EVP, Experience and Talent strategy for MTN
Establish and rollout standard global impact metrics to evaluate the success of the recognition programs (global and localized( across MTN
Advise and partner with Global HR Expertise Vertical Leaders, Business and Regional Talent Partners and Opcos to design, continuously improve and promote global recognition programs and initiatives
Ensure periodic review of jobs and positions across the organisation with respect to compensation structures to ensure consistency, parity and equity
Collaborate to share insights and key strategies with Business Talent Partners, Regional Talent Partners and the Global HR Expertise community to design highly effective and impactful global compensation and benefits strategies and frameworks for MTN
Conduct global market studies to enable principle global alignment of MTN remuneration with market practices
Provide inputs to the Global HR Budgeting, Reporting and Data team and the Global HR Strategy & Analytics team in the preparation of global staff cost budget components and drivers

Ways of Working and Collaboration
Use a collaborative and solution oriented approach with all the Global Expertise Verticals in Group HR
Collaboration with Global Organization, Strategy and Performance and Global Employee Experience to align rewards principles, strategies and initiatives with respective Global HR vertical strategies (including the financial program for Global Mobility)
Collaboration with Group and Opcos, through Business Talent Partners and Regional Talent partners to understand business needs and issues to be addressed while designing and updating rewards programs
Support socialization and implementation of Global Compensation and Benefits, Recognition policies, procedures and programs across Opcos, in conjunction with Regional Talent Partners
Collaboration with the Engagement and Internal Communications team to drive compensation and benefits, recognition programs related communication using appropriate channels, digital platforms, branding frameworks etc.
Participate in negotiation of agreements with third party service providers and financial institutions (not limited to) for the administration of benefits programs for the Group (and in case of common service providers across Opcos). Manage service relationship with external consultants on remuneration benchmarks and best practices
Collaborate with Business Unit Leaders to understand work complexity to help ensure parity in reward levels
Provide support to and coordinate with the respective Opcos for Business Intelligence reporting

Managerial / Supervisory Responsibilities
Coaching and mentoring of direct reports to ensure staff motivation is high
Ensure skill transfer for staff development, motivation, and business continuity
Ensure the team is led, motivated, and rewarded to achieve high performance areas
Guide and direct vendors and third parties in achieving MTN objectives
Identify staff training and development needs and implement necessary actions

Recruit staff for appointments
Set goals and objectives for direct reports, monitor progress, and maintain motivation
Set up appropriate structure to meet departmental management objectives

Job Requirements (Education, Experience and Competencies)

Education:
- Minimum of 4 year tertiary degree (specialization in Business Management/Finance/ Human Resources/Behavioural Sciences as appropriate)
- MBA or Masters (advantageous)
- Relevant certification / accreditation / membership with professional body relevant to compensation & benefits, recognition, long term incentive planning etc.(Advantageous)

Experience:
- Manager track record of 5 years or more
- At least 3 years of relevant experience in the HR domain for Telecommunications especially in Compensation and Benefits
- Experience in working with financial aspects
- Project management experience
- Worked across diverse cultures and geographies
- Experience working in a medium to large organization

Competencies:
Functional Knowledge:
- Reporting and analytics
- Benchmarking and market evaluations
- Rewards Optimization
- Pay structures and frameworks
- International tax management
- Benefits design
- Regulatory
- Recognition program design
- Bonus and variable pay management
- Remuneration theories and models
- Long term incentive design

Skills
- Analytical and Data interpretation
- Dealing with ambiguity and complexity
- Microsoft Office, Excel and other spreadsheet and office-specific applications
- Decision Making
- Digital Mind-Set
- Leadership/Entrepreneurial approaches
- Conflict Management
- Negotiation skills
- Numerical skills, Financial acumen
- Interpersonal and Communication skills – Oral and written
- Partnering Principles
- Project Management
- Risk Management
- Stakeholder Management
- People Management
- Presentation Skills
- Reporting

Behavioural Qualities
- Accountable
- Adaptable
- Confidence
- Agile
- Culturally aware
- Gets work done
- Innovation
- Inquisitive
- Persuasion