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Job Description

The Senior Reward Manager for Life and Savings would be accountable for partnering with the Life and Savings Cluster to implement the Group remuneration, benefits and performance framework in a way that supports business strategy, ensures fair and responsible remuneration outcomes, strengthens governance, and provides practical reward solutions for the cluster’s business units, sales channels and senior leadership.

Key Responsibilities

• Lead implementation of the in-cluster remuneration and performance cycle, including annual review, calibration, goal-setting, mid-year check-in, scorecard outcomes and STI pool processes.
• Act as the senior reward business partner to Life and Savings leadership, advising on pay, incentives, performance, benefits, allowances, offers, exceptions and governance requirements.
• Support the Life and Savings Cluster Management Committee with Remuneration related topics through agenda planning, paper preparation, terms of reference, action tracking, governance advice and escalation of matters outside delegated authority.
• Ensure consistent implementation of the Group Remuneration Policy, Group STI Plan, Group LTI Plan and Group Core Benefits within Life and Savings, including identification of proportional application or waiver requirements.
• Oversee in-cluster STI design, governance and implementation, including cluster and BU scorecards, pool outcomes, affordability, risk considerations and approval processes.
• Design and govern sales incentive arrangements and other bespoke cluster-specific incentive schemes aligned to business priorities, behavioural outcomes and regulatory requirements.
• Support LTI and share-based award processes, including sales, actuarial, Bula Tsela, retention, buy-out and sign-on awards where applicable.
• Advise on senior remuneration matters, including Cluster Exco remuneration, payline positioning, reward exceptions and approval requirements.
• Design and implement in-cluster benefits and allowance offerings within the Group framework, with specific focus on sales channels, non-TGP employees and affordability challenges.
• Provide reward analytics and insights to support remuneration decisions, including Workday data accuracy, performance calibration, pay outcomes, incentive outcomes, benefits utilisation and people-cost management.
• Drive cluster change management for Group reward, benefits and performance initiatives, ensuring business-specific communication, stakeholder alignment and effective implementation.

 

Skills

Adaptive Thinking, Change Management, Computer Literacy, Cultural Awareness, Data Compilation, Employee Compensation and Benefits, Executing Plans, Human Capital Management Systems, Knowledge Management, Organizational Design, Performance Management Design, Policies & Procedures, Policy Development, Regulatory Compliance Management, Servant Leadership

Competencies

Balances Stakeholders

Builds Effective Teams

Communicates Effectively

Drives Results

Ensures Accountability

Plans and Aligns

Strategic Mindset

Tech Savvy

Education

NQF Level 9 – Masters

Closing Date

09 September 2026 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

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