Senior Manager - Rewards Lead

Main Purpose of Role

To lead, shape, and deliver Deloitte Africa’s Total Reward and Benefits strategy, ensuring alignment with business objectives, compliance with legislation, and adoption of global best practices. The Africa Rewards Lead will partner with leadership and Finance teams across Southern, East, and West Africa to develop innovative, competitive, and market-leading reward solutions that enhance employee experience and drive business outcomes.

Key Responsibilities and Deliverables

• Reward Strategy

• Design, implement, and monitor reward strategies and policies for Deloitte Africa, ensuring annual review and ongoing relevance
• Collaborate with reward leaders across Southern, East, and West Africa to harmonise approaches, share best practices, and support regional reward initiatives
• Conduct research into global reward trends and adapt policies to local and regional contexts
• Advise on and implement incentive schemes, retention strategies, and flexible benefits tailored to diverse markets.

• Operational Excellence & Process Enablement

• Oversee end-to-end reward processes, including annual increase cycles, salary band development, incentive pool management, and job grading.
• Conduct market research and benchmarking to inform reward decisions and maintain competitiveness.
• Ensure operational effectiveness, risk mitigation (e.g., Equal Pay for Work of Equal Value), and alignment with evolving business needs.

• Business Partnering & Stakeholder Engagement

• Build and maintain strong relationships with business leaders, HR Business Partners, and Finance teams.
• Serve as a trusted advisor on reward matters and act as a key liaison with regional counterparts.
• Engage with external partners and industry forums to benchmark and enhance reward offerings.

• Reporting

• Prepare and present reports on pay parity, transformation, and reward trends to senior leadership.

• Financial Management & Compliance

• Develop and manage budgets for reward programmes, ensuring financial discipline and value for money.
• Ensure compliance with statutory, fiduciary, and governance requirements across Southern, East, and West Africa.
• Maintain robust risk management frameworks for all reward activities.

• People Development & Enablement

• Lead, coach, and develop a high-performing reward team, fostering collaboration and continuous learning.
• Facilitate knowledge sharing and champion diversity, equity, and inclusion in all reward practices.

• Project & Change Management

• Lead and deliver key reward projects and change initiatives, ensuring alignment with business enablement goals and quality standards.
• Support and participate in reward projects, sharing expertise and promoting best practice.

Required Qualifications and Experience:

• Completed Bachelor’s degree in business, commerce, or related field is essential
• Postgraduate qualification and/or Global Remuneration Professional (GRP) certification highly preferred
• SARA Professional Designation (Chartered Reward Specialist or above) highly advantageous
• 8–10+ years’ experience in reward, employee benefits, or global remuneration, with at least 2–3 years at management level
• Experience in a complex, matrixed environment, ideally with exposure to multiple African markets.

Key Competencies

• Strategic Thinking & Business Acumen: Aligns reward strategy with business objectives
• Regional Collaboration: Builds trust-based relationships and harmonises approaches
• Change Leadership: Drives and enables transformation initiatives
• Analytical & Problem Solving: Uses data to inform decisions and continuous improvement
• Project Management: Delivers complex projects on time and within budget
• People Leadership: Develops and empowers teams
• Communication & Influence: Communicates complex concepts clearly across cultures
• Innovation & Continuous Improvement: Identifies and implements new reward solutions.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

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To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.