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a) Operational

• Support the Manager, Compensation & Benefits in developing and implementing total rewards initiatives aligned with RwandAir’s HR strategy.
• Assist with market compensation and benefits benchmarking to maintain external competitiveness and internal equity.
• Provide data-based recommendations on compensation adjustments and benefits programs.
• Support organizational initiatives including job evaluation and grading alignment.
• Maintain and update salary structures, pay scales, and job descriptions within HRIS/ERP systems.
• Ensure compliance with local labour laws, tax regulations, and audit requirements.
• Translate market data into practical pay strategies that support talent attraction and retention across operational and corporate roles; advise HRBPs and leaders on compensation implications for hiring, organizational design, and headcount changes.
• Prepare cost and sensitivity scenario models for structural changes such as new station roles and ramp-up plans, balancing competitiveness, equity, and budget management.
• Monitor aviation workforce trends and incorporate insights into compensation recommendations.
• Match jobs to survey benchmarks, price roles by grade or position class, and apply location and job family differentials in line with survey methodologies (Mercer IPE, WTW RDI, Aon Radford).
• Maintain salary ranges, midpoints, and structure movement, recommending adjustments in line with market trends and budget signals.
• Support merit planning, promotions, new hire offers, and incentive eligibility through analytical reports and executive summaries.
• Prepare inputs for Hay job evaluations, ensuring job descriptions align with the internal grading framework.
• Reconcile HRIS/ERP data, maintain compensation records, and conduct pre- and post-cycle audits to minimize errors and exceptions.
• Develop and maintain compensation dashboards using Excel, Power BI, or equivalent tools, covering compa-ratios, range penetration, pay equity indicators, market movement, and budget impact.
• Produce decision-ready insights and reports for HR leadership and Finance.
• Partner with HRBPs, Talent Acquisition, and Finance to provide timely compensation guidance, coordinating closely with the Benefits function for integrated total rewards communication.
• Serve as a key advisor on compensation matters to managers and HR colleagues, developing simple guides and reference materials to support understanding of reward programs.
• Ensure adherence to labour laws, internal policies, audit requirements, and survey participation guidelines, maintaining proper documentation for approvals and decisions.
• Contribute to HR transformation by embedding data-driven practices and transparent pay governance within the Compensation & Benefits function.
• Perform any other duties related to the role as assigned by the Manager.

b) Continuous Improvement and Collaboration

• Identify inefficiencies in compensation, payroll, and benefits-related processes and recommend improvements.
• Collaborate with HR colleagues to support training, policy awareness, and service enhancements.
• Share compensation insights and market trends to inform HR and business decision-making.