Manager, Total Rewards, Human Resources

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Introduction to the Aga Khan University:

Chartered in 1983, Aga Khan University (AKU) is a private, autonomous and self- governing international university with 13 teaching sites in 6 countries distributed across three continents. As an integral part of the Aga Khan Development Network, AKU provides higher education in several disciplines, carries out research pertinent to the countries in which it exists and has campuses, programs and/or teaching hospitals in Afghanistan, Kenya, Pakistan, Tanzania, Uganda and the UK. As an international institution, AKU operates on the core principles of quality, relevance, impact and access; and AKU is a model of academic excellence and an agent of social change.

As an equal opportunity employer, AKU believes in promoting a diverse and inclusive culture and is committed to adopt appropriate standards for safeguarding and promoting a respectful relationship with and between diverse workforce of its faculty, staff, trainees, volunteers, beneficiaries, wider communities, and other stakeholders with whom it works, including children and vulnerable adults and expects all employees/trainees and partners to share this commitment.

Job Role / Responsibilities:

Reporting to the Director Total Rewards, the Manager Total Rewards will be responsible for planning, designing, implementing, and administering a comprehensive total rewards strategy and programs for Faculty and Staff in all business units. You will bring an in- depth understanding of external best-practices, innovative trends and reward strategies, combined with the ability to execute and operationalize through a scalable mechanism.

You will also play a major role in designing compensation and total rewards programs and services to support AKU's competitive position and support its continued growth.

Specifically, you will be responsible for;

Total Reward Management:

• represent the total rewards team in all compensation matters, such as market midpoint analysis
• advise the organisation on compliance requirements of reward policies, relevant systems and tools
• support the Senior Management in the development of the reward strategy in line with the business strategy, ensuring market competitive remuneration for colleagues across AKU
• support in Identifying business needs/challenges from the Leadership or HR Business Partners (HRBPs) and help to interpret related needs to propose affordable and sustainable reward solutions for the business
• analyze relevant market trends and data for comparison with AKU's remuneration offerings and propose any changes or new reward element, ensuring AKU's remuneration policies remain up to date for retention and attraction of desired talent
• collaborate with relevant stakeholders for creating awareness on developed plans and timely/effective communication.
• establish the effectiveness of the organization's attraction and retention strategy
• review and evaluate performance of developed framework in line with existing strategies and policies
• manage to analyze financial impact of total rewards program and design core measures to evaluate cost trends
• establish plans using the insights obtained through advanced analytics, while following upon on certain issues such as market competitiveness, internal equity, etc.
• partner with Finance and HR Team leaders for the purpose of planning the annual budget process, preparation of budgets and forecasting from a compensation perspective
• monitors the effectiveness of compensation and benefits programs and recommends modification to reduce costs and improve delivery
• collaborates with other HR functions to contribute to a strategic delivery of total rewards program

Performance Management:

• in collaboration with the Senior Manager Total Reward, management of the increment cycle including but not limited to preparation of options for performance rating/promotion wise increment and market adjustment within approved budget, seek leadership approval of increment options against performance rating, prepare letter formats / data for processing and handling any post increment queries

Stakeholder Management:

• work closely with Human Resources team, advising them on executive and expatriate compensation issues and supporting them in their efforts in communicating with executive team leaders
• support in creating stakeholder acceptance on Reward Projects through providing business case as and when required
• work with Finance / Procurement / IT to conduct a feasibility study of project proposals of the organization. Receive proposal related queries from concerned stakeholders and its legal implications; Brief on the rationale to ensure resolution of identified issues
• guide relevant departments on development of new systems/processes as per requirements to execute Reward projects and ensure all requirements are fulfilled and queries are resolved timely

Market Data Analysis:

• participate in and conduct market data surveys in collaboration with relevant consultancies
• conceive and prepare analysis related to compensation & benefits, helping form the business case for Total Reward initiatives.

Qualifications

Eligibility Criteria / Requirements:

• Masters degree in Human Resources or Finance
• a minimum of 5-7 years of experience with an exposure of direct management of Compensation, Incentives and Total Rewards, of which at least 2 years should pertain to development and maintenance of compensation programs (experience in faculty compensation would be an advantage)
• proven capabilities as a manager, with a proactive flexible and inclusive management style appropriate to the complexity and diversity of the University
• experience in compensation and incentive plan design and implementation from the ground up
• excellent analytical, problem solving and financial modelling ability
• sound judgment, independent and creative thinking with an eye for detail and accuracy
• solid financial and computation abilities; must be accurate and disciplined in capturing details and maintaining records
• ability to proactively develop team dynamics and performance, ensuring quality standards are consistently achieved
• ability to build and maintain effective working relationships with all leaders and their HR partner
• a high level of integrity; widely respected as one who is ethical and trustworthy.

Comprehensive employment reference checks will be conducted.

Seniority level

• Seniority levelMid-Senior level

Employment type

• Employment typeFull-time

Job function

• Job functionAnalyst, Human Resources, and Strategy/Planning
• IndustriesHigher Education and Hospitals and Health Care

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