Compensation, Grading and Rewards Analyst

PwC Careers Africa; Johannesburg; On-site; ZAR 600 000 - 800 000; Full time

Job summary

A leading consulting firm in Johannesburg seeks a Compensation and Rewards Analyst to enhance role profiles and salary structures using the Paterson grading system. The ideal candidate will have at least 8 years of experience in Compensation & Benefits or HR Analytics, along with strong analytical and communication skills. Responsibilities include auditing role profiles, ensuring alignment with market standards, and documenting grading methodologies to support equitable reward systems.

Qualifications

• 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.

Responsibilities

• Conduct a comprehensive audit on all existing role profiles across Business Units.
• Apply the Paterson grading methodology to evaluate and assign appropriate grades to each role.
• Identify inconsistencies or gaps in current role definitions and recommend adjustments.

Skills

Job evaluation expertise

Strong stakeholder engagement

Analytical mindset

Communication skills

Education

Bachelor’s degree in human resources

Job description

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.

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

Requirements

• Bachelor’s degree in human resources
• Experience Patterson Consultant
• 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

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 Skills

• 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.