Total Rewards Manager

Edge Executive Search Group; Durban; On-site; ZAR 600,000 - 800,000; Full time

Job summary

A prominent South African group is seeking a Total Rewards Manager to oversee the entire rewards and benefits portfolio. You will design strategies to attract and retain talent while ensuring fairness and compliance. The ideal candidate has 5-8 years in a dynamic reward environment and a relevant bachelor's degree. Strong analytical and interpersonal skills are a must. This role comes with strategic influence and operational accountability.

Qualifications

• 5–8 years’ experience in a dynamic reward environment.
• Strong knowledge of remuneration structures, incentive plans, and benefits.
• Proven ability to lead and develop a team.

Responsibilities

• Execute the Group’s reward strategy and implement reward frameworks.
• Advise HRBPs and line managers on pay, benefits, and recognition programmes.
• Conduct market analysis to maintain competitive salary structures.

Skills

Analytical skills

Project management skills

Interpersonal skills

Communication skills

Education

Relevant bachelor's degree

GRP qualification

Tools

Microsoft Office

Job description

About the Role

As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation.

This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels.

Who the Client Is

This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda.

What You’ll Do

• Execute the Group’s reward strategy and implement reward frameworks.
• Advise HRBPs and line managers on pay, benefits, and recognition programmes.
• Conduct market analysis to maintain competitive salary, incentive, and benefits structures.
• Lead the job evaluation process and maintain remuneration consistency across the business.
• Manage the annual review cycle (from mandate prep to execution).
• Implement recognition schemes that support engagement and performance.
• Interpret and apply statutory requirements to benefits (pension, provident, medical aid).
• Manage vendor relationships and ensure SLAs are met.
• Coach, develop, and performance-manage direct reports.
• Mitigate risk by ensuring compliance with internal governance and external regulation.

What You Bring

• Relevant bachelor’s degree; GRP qualification an advantage.
• 5–8 years’ experience in a dynamic reward environment.
• Strong knowledge of remuneration structures, incentive plans, and benefits.
• Advanced analytical, project management, and problem-solving skills.
• Proven ability to lead and develop a team.
• Excellent communication and interpersonal skills; ability to influence stakeholders.
• Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook).

What Success Looks Like

• Reward frameworks consistently applied across the Group with clear governance.
• Competitive, market-aligned reward structures that support talent attraction and retention.
• Seamless execution of the annual review cycle, on time and with minimal issues.
• Engaged and well-developed HR reward team delivering high-quality outputs.
• Strong, value-adding vendor relationships delivering cost-effective benefits.
• Compliance with legislation and zero audit concerns.

Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind.

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