At Redefine Brands Group (RBG), we provide integrated consulting solutions that help organisations design better structures, reward people fairly, improve performance, strengthen leadership capability, and build sustainable organisational cultures. Our services combine strategic insight, organisational development expertise, remuneration advisory, analytics, and change management support.
RBG supports organisations in designing fair, competitive, and performance-driven remuneration systems. Our remuneration services help clients align pay structures with strategy, internal equity, market competitiveness, governance expectations, and employee value.
Our Organisational Development methodology is comprehensive, structured, and data-driven. It integrates technical design with human engagement.
We begin with a diagnostic phase, combining data analysis with stakeholder consultations across all levels of the organisation. This allows us to identify structural inefficiencies, role ambiguity, and misalignment with strategy.
We then design a future-fit organisational structure that reflects both strategic priorities and operational realities. This includes defining reporting lines, governance layers, and functional integration.
The process is iterative and consultative, ensuring that the design evolves through engagement, not in isolation.
We then translate structure into roles through job profiling, and align reward systems through job evaluation, grading, and salary benchmarking.
Job profiling is the foundation of a functional organisation. Without clear roles, even the best structures fail.
We conduct detailed job profiling exercises to define the purpose, responsibilities, and outputs of each role. This process is highly consultative—we engage both role incumbents and managers to ensure accuracy and alignment.
The result is a set of structured job profiles that provide clarity, eliminate duplication, and create a foundation for performance management.
Once roles are defined, we apply objective job evaluation methodologies, including the Paterson grading system, to determine the relative value of each role within the organisation.
This ensures fairness, transparency, and consistency across all positions.
For public sector organisations, we ensure full alignment with DPSA guidelines and governance frameworks. For private sector organisations, we tailor grading structures to support strategic positioning and organisational growth.
A well-designed organisation must also be competitively positioned in the labour market.
We conduct comprehensive salary benchmarking using credible market data, comparing roles across industries and sectors. Our analysis includes percentile positioning (P25, P50, P75, P90), enabling organisations to make informed decisions about remuneration.
We provide not only data, but strategic insight—helping organisations balance competitiveness, affordability, and internal equity.
