Senior Manager Total Rewards

Summary

L3 ROLE PROFILE

Classification: General

Date Created

November 2025 Last Date Revised

Created By Sadeeqa Isaacs Revised By Strini Rajagopaul

POSITION DETAILS

1. Job Title Senior Manager Total Rewards

2. Position Code SNR_MNGR_TR00

3. OFO Code 121201

4. Occupational Category Senior Management

5. Equity Job Function Support

6. Division OCPO

7. Cost Centre/Department A03013J

8. Reporting to Position Chief People Officer

9. Reporting Manager Zamafuze Ngcobo

10. Primary Job Family Human Capital

11. Career Matrix L3

12. High Impact Role No

13. Mission Critical Role No

14. Reward Level/Occupational Category 19

15. Employment Type Permanent

16. Location Selby

17. Employee Operational Status Normal Operations (Run)

18. TMS User Employee Manager Hiring Manager

POSITION DETAILS

PayInc is a purpose-driven payments provider building on over 50 years of trusted history in South Africa’s payments ecosystem. Our mission is to connect people, businesses, and economies through secure, efficient and inclusive digital payments infrastructure and be a catalyst for financial inclusion and economic growth. From EFTs and cards to PayShap, PayInc provides the backbone that enables money to move safely across the economy. At our core, we exist to make great connections, empowering participation, enabling growth, and ensuring no one is left behind. PURPOSE As Senior Manager Total Rewards you are required to lead the organisation’s Total Rewards strategy—covering remuneration, benefits, recognition, performance, and wellbeing—in alignment with the business strategy, regulatory requirements, and talent needs of a high-growth, innovation- driven payments organization. The role ensures competitive, equitable, and cost-effective reward practices that attract, motivate, and retain critical skills while supporting a high-performance and compliance-driven culture.

Classification: General

You will engage with the following stakeholders:

- CPO - ExCo - Finance - Audit - RemCom

Your key responsibilities include:

Total Rewards Strategy & Governance

- Develop and execute a multi-year Total Rewards strategy aligned to organisational goals, regulatory changes, and market trends.

- Establish reward governance frameworks, policies and principles (e.g., pay philosophy, job architecture, pay mix).

- Ensure compliance with labour legislation (BCEA, LRA, EEA), SARB/NPS regulatory expectations, King IV, and tax requirements.

- Lead annual remuneration committee (RemCom) submissions, modelling, and board presentations.

Remuneration Design & Market Competitiveness

- Lead job evaluation, job grading, and job architecture frameworks appropriate for specialised payments talent (tech, risk, cybersecurity, operations, product).

- Design competitive salary structures, pay scales and bands using South African and global fintech/payments benchmarks.

- Conduct regular market benchmarking and external participation in reward surveys (e.g., PwC, Mercer, REMchannel).

Variable Pay, Incentives & Recognition

- Design and manage Short-Term Incentive (STI) schemes aligned to organisational and individual performance.

- Partner with Finance to model and administer variable pay, ensuring cost optimisation and fairness.

- Develop recognition programmes that drive discretionary effort, innovation, customer centricity and collaboration.

Benefits Management & Wellbeing

- Oversee design and optimisation of benefits including medical aid, retirement funds, leave

policies, disability cover, and wellbeing initiatives. - Ensure cost-effective, market-aligned benefits that support EVP and talent retention. - Partner with providers to drive member education and improved employee financial/mental

wellbeing.

Performance, Productivity & Pay-for-Performance

- Support the development of a performance management approach that reinforces high

performance, accountability, and growth. - Integrate performance outcomes with pay decisions, incentives and rewards. - Analyse performance distribution and productivity metrics to inform workforce and reward

decisions. Analytics, Reporting & Insights

- Drive reward analytics, modelling and scenario planning to support CPO and Executives. - Produce insights on pay equity, pay gaps, internal parity, turnover cost, critical skills

shortages. - Lead EE and pay audit reporting ensuring compliance with regulatory submissions.

Classification: General

Payroll Governance

- Oversee payroll governance, accuracy, reconciliation and statutory compliance. - Implement controls, audit readiness, and system improvements to ensure accuracy and

risk mitigation. - Leverage HRIS to improve automation and reward reporting.

Stakeholder & Change Leadership

- Partner with CPO, ExCo, Finance, Audit and RemCom on reward strategy, insights and

proposals. - Drive communication and change management to improve reward understanding and

transparency. - Lead cross-functional reward projects (EVP refresh, new incentive models, pay

transparency, benefits optimisation). KEY CAPABILITIES & SKILLS

- Technical Expertise - Deep knowledge of Total Rewards, job evaluation (e.g., Paterson, Hay, Mercer), and

remuneration methodologies. - Advanced analytics and financial modelling abilities. - Strong understanding of South African reward legislation, tax optimisation and governance. - Understanding of high-tech talent markets (engineering, IT, digital payments,

cybersecurity). - Strategic Leadership - Ability to translate business strategy into reward levers and frameworks. - Executive-level presentation skills with RemCom and Board. - Ability to influence ExCo and Senior Leaders. - Operational Excellence - Rigorous governance mindset. - Strong systems, process, data and payroll oversight capability. - Continuous improvement orientation. - People & Culture Alignment - Strong alignment with EVP principles. - Understanding of modern workforce expectations—flexibility, wellbeing, purpose and

recognition. QUALIFICATIONS / KNOWLEDGE

Minimum

- Bachelor’s degree in human resources, Finance, Business, or related field. Preferred

- Postgraduate qualification (HR, Reward, Finance or MBA). - Reward certification (SARA Reward Specialist / Global Remuneration Professional).

EXPERIENCE

- 8–12 years’ experience in Reward/Remuneration roles. - Strong experience in job grading, pay structures and incentive design. - Experience in the financial services, fintech, or payments sector. - Experience presenting to RemCom/Board.

Classification: General

PERFORMANCE STANDARDS

Financial Management

• Provides input into and manages cost centre forecasting, budgeting, cost management, cost optimisation and reporting

Stakeholder Management

• Develops and maintains good stakeholder relationships

• Builds and manages effective relationships with service providers

• Spends time integrating across functions and teams Delivery of Processes

• Ensures that plans align to divisional / operational / functional strategy and that team goals are aligned to business outcomes

• Communicates and drives objectives - documents, clarifies and regularly reviews these goals

• Focuses on medium term business outcomes goals (1–3 years)

• Initiates innovative solutions to problems

• Identifies and scopes opportunities for improvement / innovation

• Deploys client or company specific projects in line with company standards and in agreement with line manager

• Mobilises and prioritises people and resources around change initiatives

• Manages delivery of Service Level Agreement

• Resolves problems, conflicts, and attends to crisis management

• Leads the development of procedures, practices, policies and business processes Combined Assurance

• Develops, amends, reviews and implements relevant policies and procedures

• Ensures compliance with relevant policies and procedures, regulation and legislation

• Ensures compliance to new standards

• Ensures risks are reported on and mitigated People and Culture

• Manages employees through the employee lifecycle - attracting, identifying, developing, deploying and engaging members of the team

• Builds a high-performance team through regular individual and team engagement sessions.

• Identifies talent, coaches, develops and motivates to ensure talent retention

• Manages growth of expertise levels and sharing of knowledge

• Trains, coaches, recognises and supports managers (1 level down)

• Creates synergies across teams to avoid operating in silos

• Demonstrates appropriate leadership and managerial style

• Drives effective change management within team

• Lives Company values

• Socialises with the team periodically

Classification: General

LEADERSHIP COMPETENCIES

Leading Self Self-awareness

• Actively seeks feedback from peers, stakeholders, and team leaders, using it to develop personally and professionally.

• Demonstrates a clear understanding of own behaviours, emotions, and their impact on the department and the wider organisation.

• Sets ambitious personal and professional goals and works consistently to achieve them, serving as a role model for team leaders.

Managing Stress

• Remains composed under pressure, modelling resilience for others, and maintaining high performance.

• Supports team leaders and their teams to manage stress, navigate competing priorities, and remain focused during high-pressure situations.

• Promotes a culture where challenges are addressed constructively, and learning occurs from setbacks.

Ethical Leadership

• Leads with integrity, ensuring departmental decisions align with PayInc’s ethical standards, values, and policies.

• Holds self- and team leaders accountable for fair, transparent, and consistent decision-making.

• Creates a culture of trust where ethical behaviour is recognised, expected, and reinforced. Influential Communication

• Communicates clearly and empathetically with team leaders, peers, and stakeholders.

• Adapts messaging to diverse audiences, ensuring alignment on priorities and objectives.

• Handles sensitive discussions tactfully, using persuasion and diplomacy to achieve positive outcomes.

Leading Others Inclusive Leadership

• Actively fosters a culture of diversity, equity, inclusion, and belonging within the department.

• Encourages team leaders to create inclusive environments in their teams where all members feel respected, valued, and empowered.

• Demonstrates inclusive leadership through actions, decisions, and coaching of others. Shaping the Employee Experience

• Builds a positive, engaging, and purpose-driven departmental culture that motivates team leaders and their teams.

• Recognises achievements and provides growth opportunities to strengthen engagement and retention.

• Ensure team leaders feel connected to PayInc’s mission and values and are empowered to achieve their goals.

Fostering Well-being

• Champions holistic well-being, addressing the physical, mental, emotional, and social health of team leaders.

• Leads by example, in managing balance and resilience, encouraging similar behaviours in their teams.

• Provides guidance, support, and resources to help team leaders sustain high performance in challenging circumstances.

Empowering People and Potential

• Actively develops and engages team leaders by fostering trust, collaboration, and inclusive relationships.

• Coaches, mentors, and provide meaningful growth opportunities to strengthen capabilities.

Classification: General

• Delegates effectively, giving team leaders responsibility and autonomy while supporting them to achieve excellence.

Leading for Impact Strategic Insight & Foresight

• Anticipates emerging trends and potential challenges that could impact the department or organisation.

• Aligns departmental strategy with evolving business conditions and ensures team leaders understand priorities.

• Uses systems thinking to balance immediate operational needs with longer-term strategic objectives.

Driving Innovation

• Encourages and support innovative ideas that improve departmental processes, products, and services.

• Promotes experimentation, creative problem-solving, and learning from both success and failure.

• Inspires team leaders to think differently and challenge the status quo in ways that benefit the organisation and customers.

Enabling High Performance

• Inspires team leaders to achieve excellence through trust, accountability, and inclusivity.

• Sets clear expectations, communicates vision and strategy effectively, and monitors progress toward goals.

• Creates an environment where team leaders can deliver high-quality results consistently and feel supported in doing so.

Enabling Change and Transformation

• Leads and supports transformational change initiatives, fostering adaptability and resilience.

• Guides team leaders and their teams through periods of change with a clear vision and understanding of objectives.

Ensure alignment with organisational goals while mitigating disruption and maintaining team engagement.

Classification: General

FUNCTIONAL COMPENTENCIES

Organisational Acumen

• Maneuvers comfortably through policy, process, and people-related organisational dynamics.

• Applies knowledge of business, the marketplace, and key financial indicators to make sound business decisions and advance the organisation’s goals.

Investor Mentality

• Focuses on increasing market value by constantly providing additional value through measuring impact and results.

Nimble Learning

• Curious while navigating complexity, contradictions, and uncertainty. Experiments with new solutions through unlearning and failing forward.

Tech savvy

• Understands market trends and client needs, invests in the right technologies and platforms, and appropriate learning experiences to leverage technology to the businesses advantage.

Customer Analytics & Insights

a. Understands basic digital concepts and based decisions on data. Confidently uses a range of technologies for information, communication and problem-solving within the organisation—a data-driven approach to anticipating and balancing the needs of customers and stakeholders.

• Demonstrates knowledge of a range of technologies for information, communication and problem-solving within the organisation

Initiates Action

b. Takes prompt action to execute the ideas strategically/accomplish objectives. Makes active attempts to influence events, strategically regardless of the fear of failure, to achieve goals.

• Confident in thought and displays consistent energy Focus & Boundaries

c. A practical approach to setting healthy boundaries enables us to focus and achieve speed

and simplicity whilst maintaining individual well-being.

Read More Apply Now

Senior Product Manager

Analytics Lead

Company Secretary / Head of Legal, Compliance & Risk

Summary

Company Secretary | Head of Legal, Compliance & Risk

Shape governance. Influence strategy. Protect organisational integrity.

Introduction

A respected national institutional trade association is looking to appoint an experienced Company Secretary | Head of Legal, Compliance & Risk to partner directly with the CEO and Board.

This is a high-impact leadership opportunity for an accomplished governance professional who thrives at executive level and enjoys operating at the intersection of corporate governance, legal advisory, compliance, and enterprise risk management.

Key responsibilities include:

Serving as Company Secretary to the Board and its Committees
Advising the CEO, Executive Committee and Board on governance and legal matters
Leading the legal, compliance and enterprise risk functions
Ensuring adherence to regulatory and statutory requirements
Managing corporate governance frameworks and Board processes
Drafting and negotiating commercial agreements and legal documentation
Overseeing external legal counsel and regulatory engagements
Driving organisational ethics, compliance culture and risk management initiatives.

We're looking for someone with:

A relevant Legal degree (NQF 7 or equivalent)
Admitted Attorney
At least 5 years' management experience
Strong Company Secretarial and corporate governance expertise
Experience advising Boards and Executive Committees
A solid understanding of legal, compliance and enterprise risk management
Exceptional stakeholder engagement and communication skills.

This exciting role offers genuine strategic influence, reporting directly to the CEO while working closely with the Board. It is ideal for an experienced governance professional looking to shape policy, strengthen organisational integrity, and play a key role in the future direction of a respected industry body.

APPLY NOW

Please send your full CV to carin@tsrecruitment.co.za with a subject line of Application for Company Secretary / Head of Legal, Compliance & Risk

By applying you confirm that:

We may retain your personal information in our database for future matching.
We may contact you for your consent to submit your CV to suitable vacancies.
That the information you have submitted is true, correct and up to date.

Read More Apply Now

Healthcare Strategy Executive

Summary

Our client is seeking an exceptional Healthcare Strategy Executive to join their Digital Innovation division. This is a high-impact senior role for a strategy consultant who thrives on variety; active project delivery, and C-suite engagement. You will work across three interconnected strategic domains: shaping the future direction of the business, driving new business and partnership opportunities, and supporting the expansion of a growing network of healthcare provider partnerships.

Your responsibilities:

Lead and deliver high-priority strategic projects that define the organisation’s future business direction, from scoping and analysis through to executive recommendation
Identify, evaluate, and develop new business opportunities, including adjacencies, ventures, and market entries, in line with an active growth agenda
Drive the strategy for expanding healthcare provider partnerships
Manage and develop external partner relationships, ensuring strategic alignment and mutual value creation
Engage with digital health trends and data-driven innovation opportunities, drawing on the team’s analytics expertise to inform strategic recommendations
Provide strategic input and analytical support for Exco meeting preparation and board-level engagements
Act as a trusted thought partner to C-suite executives, facilitating alignment and accelerating decision-making on strategic priorities

Experience & qualifications

Essential

Postgraduate degree (MBA strongly preferred)
Demonstrated experience in strategy consulting, ideally with a top-tier management consulting firm
Proven track record of managing and influencing C-suite and senior executive stakeholders in complex organisations
Strong experience leading digital or innovation-driven strategic projects end-to-end
Commercially minded with the ability to identify and shape new business opportunities
Comfortable working with digital and data analytics concepts at a strategic level

Advantageous

Experience in the healthcare, health insurance, or health technology sector
Familiarity with South Africa’s healthcare regulatory landscape and medical scheme environment
Prior involvement in healthcare provider partnerships or network development strategies

APPLY NOW

Please send your full CV to with a subject line of Healthcare Strategy Executive

By applying you confirm that:

We may retain your personal information in our database for future matching.
We may contact you for your consent to submit your CV to suitable vacancies.
That the information you have submitted is true, correct and up to date.

Read More Apply Now

Investment Analyst / Associate

Summary

The best junior PE talent in South Africa isn't looking for a new job right now.

They're sitting inside a bank or consulting firm, being told they're on track. That a promotion is coming. That now isn't the right time to move.

We get it. We hear it every week.

But here's the thing. The firm we're hiring for just closed what is widely regarded as the largest secondary transaction in the history of African private equity. First-time Africa allocators brought into the continent for the very first time.

This isn't a firm on the way up. It's already there.

We're looking for an Investment Analyst or Associate to join their Johannesburg team.

Two to four years in IB, corporate finance, PE, or top tier consulting.

Exceptional academic record, 80% average or above across your university courses.

To apply, send us three things:

1. Your CV.

2. Your full academic transcript.

3. A half page on why you want to build a career in PE and why Africa specifically.

Applications missing any of these will not be reviewed.

If your results don't reflect an 80% average or above, please don't apply. We mean that respectfully, not harshly. This firm has one of the highest academic bars in the market and we'd rather be upfront about it now.

If you're not ready to move yourself but you know someone who is, please tag them or send this their way. The right referral is worth more than a hundred applications.

APPLY NOW

Please send your full CV to theo@tsrecruitment.co.za with a subject line of Application for Investment Analyst / Associate

By applying you confirm that:

We may retain your personal information in our database for future matching.
We may contact you for your consent to submit your CV to suitable vacancies.
That the information you have submitted is true, correct and up to date.

Read More Apply Now

Senior Associate

Summary

TSRecruitment

TSRecruitment | www.tsrecruitment.co.za | Confidential | Page 1

Crux Consulting | Consulting Levels

Junior Associate, Associate and Senior Associate

What each level is, mapped against the McKinsey construct Crux is modelled on Prepared by TSRecruitment | www.tsrecruitment.co.za | Confidential

Crux runs on the same level structure that McKinsey uses, and that is deliberate, since the

senior team came up through that system. McKinsey's own consulting ladder runs Business

Analyst, then Associate, then Engagement Manager, and on to Associate Partner and

Partner. Crux's levels map onto the front end of that path. This document covers the three

delivery levels. The Engagement Manager level, which sits above these three, is covered in

its own separate brief.

Junior Associate

Maps to the McKinsey Business Analyst level, the entry point into consulting.

At McKinsey, the Business Analyst is on a client team from day one, analysing data, building

the models and presenting ideas, in a hands-on introduction to real problem solving. They

typically work in small teams, gathering and structuring information, forming and testing

hypotheses, and producing the analysis the team's recommendations rest on.

At Crux, the Junior Associate is the engine of the analysis. The work is research, data

gathering, modelling and building out the materials, supporting a workstream and learning

the craft quickly alongside more senior people. It is hands-on from the start, with genuine

client exposure rather than a seat on the sidelines.

Associate

Maps to the McKinsey Associate level, the core consulting role.

At McKinsey, Associates lead their own workstreams and take ownership of complex

problems. They work side by side with the client to uncover the root issues and design

solutions, and they own more of a project than a Business Analyst does, with more direct

client responsibility.

At Crux, the Associate runs a workstream end to end: structuring the problem, driving the

analysis, and standing in front of the client on their piece of the work. They often guide a

Junior Associate alongside them. This is the heart of the delivery engine, the person doing

the heavy problem solving day to day.

Senior Associate

The seasoned consultant, and the step before Engagement Manager.

A quick word on the mapping. McKinsey's published ladder runs straight from Associate to

Engagement Manager. The Senior Associate level Crux uses sits in between, and maps to

the most experienced Associate stage, the consultant who is already leading workstreams

independently and is on the runway to managing engagements.

At Crux, the Senior Associate is the senior individual contributor. They lead workstreams

with little oversight, carry more of the client relationship, and mentor the Junior Associates

TSRecruitment

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and Associates around them, while starting to take on slices of delivery ownership. It is the

bridge between doing the work and leading the engagement, and the natural feeder into the

Engagement Manager role.

Across all three levels

The one non-negotiable is genuine consulting experience, ideally from MBB, the Big 4 or a

strong boutique. All three are permanent roles, fully remote, with people able to base

themselves in Johannesburg or Cape Town, and all pay top-tier (Tier 1) salaries. The

common thread is the kind of person Crux wants: someone who still loves consulting and

wants to keep building in it, just in a healthier and more human environment than they may

have now.

Read More Apply Now

Consulting Manager

Summary

TSRecruitment

TSRecruitment | www.tsrecruitment.co.za | Confidential | Page 1

Recruitment Brief

Crux Consulting | Engagement Manager (Permanent)

An additional permanent hire, alongside the five consulting roles already in market Prepared by TSRecruitment | www.tsrecruitment.co.za | Confidential

The short version

Crux is adding a permanent Engagement Manager to the brief, on top of the five roles

we are already working on at Junior Associate, Associate and Senior Associate

Consultant level. This one sits a level up. It is the first proper project-leadership hire in

this round, so it carries more weight, both in seniority and in what the person needs to

bring to the table.

About Crux Consulting

Crux is a young, fast-growing consulting firm founded in 2024 by Clayton Hall. The team is

around 18 people, most of them independent contractors, and the firm is now building out its

permanent base. It is led by two ex-McKinsey senior leaders, both of whom reached

Associate Partner level, alongside an ex-Deloitte COO. That is a serious leadership bench

for a firm this young, and it matters because Crux does not have a website yet, so the

credibility rests on the people. The culture is the real differentiator: they look after their

people, there is no burnout and no silly hours, and it is a tight, likeable team that enjoys the

work. The setup is fully remote, with people able to base themselves in Johannesburg or

Cape Town, and the firm pays top-tier (Tier 1) salaries.

What the Engagement Manager Role Is

Crux runs on the same level structure as McKinsey, and that is deliberate. The senior team

came up through that system, so an Engagement Manager at Crux means what it means at

McKinsey: the person who leads a consulting engagement day to day.

In practice, the Engagement Manager is the project leader. They sit between the senior

people who own the client relationship and bring in the work, and the consultants (Senior

Associate Consultants, Associates and Junior Associates) who do the bulk of the analysis.

The EM owns the project and its end product.

Day to day, that means framing the problem and structuring the workplan, setting the

direction and the hypotheses, steering the data gathering and analysis, keeping the work on

track and on time, managing the client at a working level, and turning the team's analysis

into something genuinely useful and client-ready rather than just analytically neat.

It is also a people job. The EM leads a small team, usually a few consultants, allocates the

work to people's strengths, and coaches and develops them as they go. At McKinsey that

mentoring is a core part of the role rather than an extra, and it will be the same at Crux.

Put simply, it is the pivotal step from doing the analysis yourself to owning the whole

engagement and leading the people delivering it. Anyone who has been an Engagement

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Manager, or is a strong Senior Associate ready to step up, will recognise the shape of it

straight away.

Where It Sits at Crux

This role sits above the five we are already recruiting. Junior Associate, Associate and

Senior Associate Consultant are the delivery levels. The Engagement Manager leads them.

So this is a more senior and more selective hire, and the person needs the judgment and

presence to lead a team and hold a client relationship, not just do excellent individual work.

Who We Are Looking For

Consulting experience is the non-negotiable, the same as the other roles, but the bar is

higher here. Ideally this is someone already operating at Engagement Manager level (or the

equivalent, such as engagement lead, project leader or manager) at a top firm, or a

genuinely strong Senior Associate or Senior Consultant who is ready and able to make the

step up.

Pedigree should come from MBB, the Big 4 or a strong boutique. Beyond the technical

ability, they need to be able to lead a team and own a client relationship, structure messy

problems, and keep delivery moving, while bringing people along with them rather than

burning them out, which fits how Crux works.

The right person still loves consulting and wants more ownership and leadership, but is

looking for a healthier, more human place to lead than where they are now.

Why It Is a Strong Move (The Pitch)

Everything that makes Crux attractive for the junior roles applies here too: a firm that

genuinely looks after its people, no burnout culture, sensible hours, a tight and likeable team,

and the chance to work closely with leaders who operated at the very top of the profession.

For an Engagement Manager specifically, there is more on top. This is real ownership. You

would be leading engagements end to end at a growing firm, with a direct line to the

founders rather than being one of hundreds of EMs in a machine. There is genuine room to

shape how the firm delivers, and to build and develop your own team. It is the leadership

step a lot of senior consultants are after, but without the politics and grind of a big firm.

It is fully remote, you can be based in Johannesburg or Cape Town, and the package is

pitched at Tier 1, above the other levels in this campaign.

Notes for the Team (Internal)

• This is a more selective hire than the five delivery roles. Prioritise people with a

genuine project-leadership track record, or Senior Associate Consultant level people

who are clearly ready to step up, rather than strong individual contributors who have

not led.

• No Deloitte, per Clayton. As with the other roles, treat this as a culture-fit call rather

than a view on the firm, since the COO he trusts most came out of Deloitte. A clearly

excellent ex-Deloitte person is a conversation to have with Clayton, not an automatic

no.

TSRecruitment

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• Keep Crux anonymous in any public advert, and reference the leadership pedigree in

aggregate rather than naming individuals or the firm. Do not name or link Shakeel,

who sits with Crux as an independent consultant and whose LinkedIn is not currently

updated.

• Confirm the Engagement Manager salary band with Clayton before going to market,

so we pitch the level correctly above Senior Associate Consultant.