Job Opportunities API

At De Beers Group our purpose is to Make Life Brilliant. We believe that a sustainable business is purposeful, competitive, resilient and agile – it’s a business that thrives through both economic and social cycles. By understanding the context and listening to stakeholders we stay ahead of evolving trends and provide the solutions to societal expectations. By solving the physical challenges of mining through relentless innovation, and constantly searching for more responsible ways to do business, we are changing the way our employees and stakeholders experience our business – creating enduring value for all stakeholders. Sustainability is at the heart of our decision-making – it is how we do business. Role context and impact De Beers operates across a diverse global footprint spanning mining, midstream and luxury retail , with wholly owned and joint venture entities of varying scale, maturity and regulatory environment. This role leads the Group Reward function , defining the reward strategy, principles and governance frameworks that ensure consistency, competitiveness and alignment to business strategy, while enabling local flexibility. Reporting to the SVP of Reward, Performance and Culture, the role acts as the senior Group lead on reward , providing expert advice to the CPO and wider Executive team during a period of organisational separation and transformation . The role ensures De Beers has a coherent, commercially robust reward approach across all sectors , capable of attracting, motivating and retaining talent in both industrial and luxury environments. Your responsibilities Group Reward Strategy & Principles • Define and lead the Group reward strategy and philosophy, ensuring alignment to business priorities and long-term value creation • Establish clear reward principles and non-negotiables, balancing: • Global consistency • Sector-specific competitiveness (mining vs luxury retail) • Translate strategy into practical frameworks and policies for HRDs to execute locally Reward Frameworks & Governance • Own and maintain Group reward frameworks, including: • Base pay and grading structures • Short-term incentive frameworks • Long-term incentive and share schemes • Benefits and pensions principles • Define governance, approval processes and control frameworks • Ensure reward practices are auditable, compliant and aligned to risk appetite Separation & Transformation • Lead reward design and decision-making through organisation separation and transition • Ensure continuity and clarity on: • Reward structures across entities • Pension arrangements and obligations • Share schemes and LTIPs • Provide expert guidance on complex scenarios (transfers, exits, restructuring) • Support creation of a standalone, sustainable reward model Executive & Remuneration Committee Support • Act as the primary reward advisor to the CPO, CEO and ExCo • Support Remuneration Committees, including: • Design of proposals and production of RemCo papers • Advice on executive reward decisions • Ensure all reward decisions are commercially sound and defensible (Providing senior-level advice to ExCo and RemCo is a core requirement of the role) Commercial & Sector Alignment • Ensure reward approaches are fit for purpose across different business models, including: • Operational / mining environments • Corporate and functional roles • Luxury retail and brand businesses • Balance cost control, competitiveness and talent retention • Provide insight on market trends and positioning Group Projects & Continuous Improvement • Lead and deliver Group reward initiatives and transformations • Partner with HRDs to implement frameworks effectively across BUs • Drive simplification and standardisation where appropriate • Build capability across HR and leadership teams on reward topics Technical Expertise & Advisory • Provide deep expertise across the full reward spectrum, including: • Pensions and retirement frameworks • Share plans and LTIPs • Tax and cross-border reward implications • Executive compensation and contracts • Act as escalation point for complex or high-risk reward decisions Your skills and knowledge • Extensive experience leading reward in a large, complex global organisation • Proven track record defining reward strategy, frameworks and governance at Group level • Strong experience across all reward components, including: • Pensions and retirement • Share schemes and long-term incentives • Executive compensation • Global mobility-related reward implications • Experience supporting RemCo and executive-level decision-making • Experience working across multiple sectors or business models Mental Processing Ability • Operates at enterprise level, linking reward to business strategy and value creation • Balances complexity across jurisdictions, sectors and regulatory environments • Applies strong judgement in high-risk and high-impact decisions • Navigates ambiguity during transformation and separation Knowledge & Technical Skills • Deep technical expertise across: • Reward design and governance frameworks • Pensions, benefits and retirement structures • Share plans, LTIPs and executive compensation • Tax and legal considerations in reward • Strong commercial acumen: • Understands cost structures, affordability and ROI • Aligns reward to performance and business outcomes • Ability to design scalable, practical frameworks (not overly complex models) Social Process Skills • Highly credible at CPO / CEO / Board level • Able to influence and challenge senior stakeholders with confidence • Strong stakeholder management across: • HR leadership • Finance, Legal and Risk • Communicates complex reward topics in a clear, pragmatic way Application & Energy • Resilient and delivery-focused in a fast-paced transformation environment • Strong ownership and accountability for outcomes • Pragmatic, solutions-oriented approach • Role model for integrity, fairness and transparency in reward decisions OTHER REQUIREMENTS • International travel as required • High level of discretion when handling sensitive executive information Our Values Put Safety First We consider all risks to people and the environment before proceeding with any activity. We address risks before beginning any activity, even if this means stopping a task. Zero Harm is always our goal. Be Passionate We are exhilarated by the product we sell, the challenges we face and the opportunities we create. Pull Together Being united in purpose and action, we will turn the diversity of our people, skills and experience into an unparalleled source of strength. Build Trust We will always listen first, then act with openness, honesty and integrity so that our relationships flourish Show we Care The people whose lives we touch, their communities, nations and the environment we share, all matter deeply to us. We will always think through the consequences of what we do so that our contribution to the world is real, lasting and makes us proud. Shape the Future We will find new ways. We will set demanding targets and take both tough decisions and considered risks to achieve them. We will insist on excellent execution and reward those who deliver. Closing Date:  21 August 2026