Total Remuneration

The critical tool by which organisations attract, engage and retain human capital

Total Remuneration is a critical tool by which organisations attract, engage and retain human capital. Remuneration is not only about how much to pay, but also about driving the implementation of a strategy.

Total remuneration is an essential input criteria to the psychological and contractual agreement formulated between employers and employees, in return for the latter’s time and efforts in advancing the interests of the organisation.

Total Remuneration is not the only means as there are many other aspects to an employee value proposition, but it is certainly the ticket to the game. Total Remuneration spans all components of remuneration from guaranteed pay and benefits through to short- and long-term incentives. The mix of remuneration paid to an employee or executive is widely recognised as the total rewards mix.

Khokhela understands the key role that this remuneration mix plays in driving balanced behaviour that aligns with the shareholders’ and stakeholders’ objectives. Khokhela works closely with its clients to design customised Total Remuneration solutions that drive value-creating behaviour.

We offer a full range of remuneration solutions from the drafting of job profiles, job grading, benchmarking, pay structuring, drafting of remuneration strategies and policies through to the design of incentive schemes.

Khokhela Remuneration Advisors is a member of the South African Reward Association.

How does Khokhela help you formulate a Total Reward strategy?

Remuneration Policy and Strategy

Developing remuneration strategies and policies which align with the business strategy. This is one of the most important aspects of remuneration which is often overlooked or not developed properly. We develop reward strategies and policies aligned to your business objectives, talent strategy and organisational culture to drive performance, support talent retention, enhance fairness and transparency and strengthen governance.

Job profiling and evaluation

Job profiling:

We draft accurate, structured job descriptions based on in-depth interviews with incumbents and line managers to ensure clarity, accountability and alignment. Each job profile is designed to support performance management, workforce planning, and talent development initiatives.

Competency profiling

Determining the skills, knowledge and abilities required to perform a job effectively.

Job evaluation system (JES)

Implementation and grading of roles using a tried and tested JES product to establish internal equity, defensible grading structures and clear career paths.

Training

Offering a comprehensive JES training course covering the principles and rules of the system, together with practical application exercises. The programme equips Job Evaluation Committee members and HR teams with the knowledge, skills, and confidence to apply the system effectively, consistently, and sustainably within the organisation.

Market benchmarks and surveys

Remuneration benchmarking

We benchmark selected roles against relevant markets using multiple comparison methodologies to ensure robust, defensible outcomes. Detailed reports and strategic recommendations are provided.

Customised remuneration surveys

We design and conduct bespoke surveys tailored to your requirements. You select participating organisations, positions to be benchmarked and reporting format. This ensures relevant, decision-ready market intelligence.

Executive director and NED fee data

We utilise the executive director and NED fee data captured within our databases which is a key product that facilitates our service delivery.

Pay structures and modelling

Pay models

Development of tailored pay models based on client-specific needs, including strategies to attract and retain key talent and scarce skills.

Cost to company conversions

Assistance with the transition from basic salary and benefits to cost to company structures, including full financial modelling of different transition scenarios, detailed costing analysis and employee briefing sessions to ensure understanding and transparency

Pay increase modelling

Modelling of various salary increase scenarios incorporating performance differentiation and affordability constraints.

Pay reviews

Independent reviews of current pay practices against approved policy to identify gaps, risks, inefficiencies and cost-saving opportunities.

Equal pay for work of equal value

Pay gap analysis which includes but not limited to gender, race and top to bottom analysis. Highlighting of potential risks and assisting in resolving pay issues.

Board and executive remuneration

Board pay benchmarking

Benchmarking and structuring of fees for non-executive directors, chairpersons and committee members, supported by an extensive database of JSE-listed company fee data.

Executive remuneration benchmarking

Assist organisations with ensuring that the total guaranteed packages are benchmarked correctly to the market, the short-term and long-term incentive schemes have been designed in a way that ensure alignment with the business strategy and that shareholder requirements are met and that the pay mix for the executives is correct.

Remuneration reports and governance

Drafting and advisory support for remuneration policies and implementation reports to ensure compliance with King V and JSE requirements, while strengthening shareholder support for non-binding votes.

Reward culture design and Implementation

Alignment

Aligning an organisation’s reward and recognition practices with its desired culture and business strategy.

Reward

Ensuring that what gets rewarded reinforces the behaviours, values, and performance outcomes the organisation wants to drive.

Incentive and recognition scheme design and implementation

STI design

Design and modelling of annual or short-term incentive schemes linked to business objectives individual performance as well as the provision of implementation support and communication strategies to ensure understanding and engagement.

LTI design

Design and structuring of share-based and long-term incentive schemes (shares, units, share appreciation rights [SAR’s], options) as well as design the implementation and communication.

Sales incentive scheme design

Strategic design of commission and sales incentive plans that drive the right behaviours as well as design implementation and communication.

Production bonus schemes

Design of performance-based production bonuses for mining operations, ensuring strong line of sight and reward for measurable value-adding activities as well as design implementation and communication.

Recognition schemes

Support organisations in designing and implementing recognition frameworks that reinforce business strategy, drive performance, and strengthen culture. Our approach ensures recognition is not just symbolic, but a deliberate lever to influence behaviour and outcomes.

Find out how Khokhela can assist your business with designing remuneration solutions that engage talent and enhance productivity.