EXCO MEMBER South African Reward Association (SARA)
Reward Practice | Executive Remuneration | Employee Value Proposition
Ms Sebesho’s passion for business and human performance improvement informs her efforts at ensuring that the organisations she works for have integrated solutions to achieve their strategic objectives. She is currently the Head of Performance Management at Barclays Africa where she drives the implementation of a global performance management strategy. She focuses on creating an individual performance culture that supports the execution of Barclays Africa’s “one Africa” strategy.
Before joining Barclays Africa, she was the Senior Executive: Enterprise Strategic Programmes at Alexander Forbes' (AF). She contributed towards improving AF’s institutional integrity through governance frameworks that enhanced the execution of the AF’s Group’s strategy.
She also served as the Executive Head: Human Resources at Santam where she led the development and implementation of people enabling practices as part of the Santam executive.
She is a member of the City of Tshwane's Audit and Performance Committee and the current President of the South African Reward Association (SARA). She also occasionally advises the Office of the Public Protector SA (PPSA) on business strategy and performance management related issues.
Ms Sebesho’s qualifications include an MBA, a Post Graduate Diploma in Labour Law and a B Com (HRM). She is a Certified Global Remuneration Practitioner (GRP) and a Master Reward Specialist (SARA professional designation).
The South African Reward Association (SARA) is a professional body aimed at promoting the reward profession and practices.
SARA's role is to promote, develop and empower the reward profession in South Africa, and to ensure that Reward specialists and managers, human resources professionals and executives dealing with and responsible for Reward management, have the skills, confidence and passion for the reward discipline to make a significant difference in the way organisations position themselves to achieve their strategic objectives.
While setting minimum standards for the industry, they award professional status to eligible members in various reward categories and create knowledge-building, sharing and networking opportunities for their members and those operating in our industry. They do this to promote and develop the reward industry and to ensure sound reward management practices and acceptable standards in the following areas:
Remuneration (Fixed and Variable) Benefits Work-life balance Performance and Recognition Important components of the employee value proposition