Houston Specialist Rewards Americas

Purpose of Job

The Rewards Specialist plays a critical role in developing and implementing comprehensive compensation programs that align with the organization’s strategic objectives. The position conducts market research and analysis to ensure compensation structures remain competitive, equitable and aligned with relevant market practices, with a particular focus on the Americas. The Rewards Specialist collaborates closely with HR leadership and management to perform job evaluations, support external offers and provide recommendations on salary adjustments based on market trends and internal equity. The role also supports compliance with relevant compensation requirements and best practices. By providing timely, data-driven insights and recommendations, the Rewards Specialist helps attract and retain talent, supports effective compensation decisions and contributes to the overall success of the organization.

Key Accountabilities

• Americas Compensation & Market Expertise: Serve as the primary Rewards specialist for the Americas, providing dedicated expertise on US and regional compensation practices. Monitor external market developments and provide insights on salary levels, compensation trends and emerging practices. Conduct and interpret market benchmarking and salary surveys to ensure competitive positioning while maintaining appropriate cost discipline and internal equity. Provide compensation recommendations for critical hires, retention situations and other business-specific needs.
• Compensation Design: Collaborate with HR leadership to assess and design compensation programs that meet the needs of the organization and its employees. Conduct market research to identify trends and best practices, ensuring our offerings are competitive and attractive to potential candidates. Analyze cost implications and work with finance teams to develop budgets that align with organizational goals.
• Annual Pay Review: Lead the annual review process for compensation structures. Conduct comprehensive salary surveys and benchmarking studies to evaluate our offerings against industry standards. Provide insights and recommendations for merit increases, promotional salaries, and adjustments based on market changes.
• Annual Incentive Calculation: Ensure that the annual incentive is calculated correctly for the employees in scope and communication is done flawlessly and effectively via the HRIS tool. Give guidance to HR on incentive calculations and eligibility.
• Compliance and Documentation: Ensure that all compensation practices comply with relevant laws and regulations. Maintain thorough documentation of job evaluations, compensation decisions, and policy changes. Regularly review and update compensation policies to reflect changes in legislation and best practices.
• Advisory Role to Management: Serve as a trusted advisor to management on compensation-related matters. Provide guidance on salary negotiations, promotion considerations, and internal equity assessments. Assist managers in understanding compensation structures and how to effectively communicate them to their teams.
• Employee Communication and Education: Develop and deliver training sessions and communication materials to educate HR, managers and employees about compensation and benefits programs. Ensure that employees understand how compensation decisions are made and the value of the total rewards package.
• Data Analysis and Reporting: Utilize HR information systems (HRIS) and analytical tools to track and report on compensation data. Provide regular reports to senior leadership and Sasol Limited Remuneration Committee on compensation trends.
• Continuous Improvement: Stay informed of trends and advancements in compensation management. Continuously assess and refine compensation practices to enhance employee satisfaction and engagement. Participate in professional development opportunities and engage with industry networks to bring innovative ideas to the organization. Contribute to enhancements of the HRIS’ (SuccessFactors) Compensation module.

Formal Education

Bachelor’s degree in Human Resources, Business Administration, or related field.

Working Experience

+5 years of experience in Rewards

Required Personal and Professional Skills

• Strong knowledge of US compensation practices, market benchmarking and salary survey interpretation.
• Ability to assess internal pay equity and develop evidence-based recommendations for offers, promotions, salary adjustments and retention.
• Compensation programme design and cost analysis skills, with the ability to balance market competitiveness, employee needs and budget discipline.
• Strong numerical and analytical skills.
• Proficiency in HRIS and analytical tools, for pay reviews, incentive communication and reporting.
• Working knowledge of relevant compensation laws and regulations.
• Stakeholder management and advisory skills to collaborate with HR, Finance and management and explain compensation recommendations clearly.
• Clear written and verbal communication, including the ability to develop training materials and explain total rewards to diverse audiences.
• Continuous improvement and problem-solving skills to refine compensation processes, policies and system functionality.

Sasol (USA) Corporation is an Equal Opportunity Employer and gives consideration for employment to qualified applicants without regard to race, color, religion, creed, age, sex, sexual orientation, gender identity, pregnancy, national origin, disability or protected veteran status, as well as any other characteristic protected by applicable law, regulation or local ordinance. For more information about your rights under the law, see http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf

Sasol treats work-authorized job applicants equally in recruiting and hiring without regard to their citizenship status or national origin unless required by law, regulation, executive order, government contract, or determination by the Attorney General. Please note Sasol will not sponsor, obtain, and/or petition for temporary visa status (for example, E, F-1, H-1, H-2, L, B, J, or TN) for candidates for this position and/or personnel hired for this position.