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Auditor","performance-auditor","Plaines Wilhems","Full-time","On-site","31,000 – 40,000",{"@type":49,"@id":50,"name":51,"slug":52},"JobCategory","\u002Fapi\u002F.well-known\u002Fgenid\u002F41505386f5b36a1604b1","HR \u002F Recruiting","human-resource","Posted Nov 5, 2026","Closing 05\u002F12\u002F2026",{"@type":56,"@id":57,"id":58,"name":59,"slug":60,"industry":61,"logo":62},"JobCompany","\u002Fapi\u002F.well-known\u002Fgenid\u002F3c59a3ff65f6b3b05762",475,"Teak World","teak-world","Logistics \u002F Warehousing \u002F Distribution \u002F Transport","https:\u002F\u002Fapp.myjob.mu\u002Fapi\u002Fjob-board\u002Ffile?filePath=client-logo\u002Fa6086a92-d068-4b6f-8b8c-d6e7cd5e6377.png",[64,68,71,74],{"@type":65,"@id":66,"label":67},"JobTag","\u002Fapi\u002F.well-known\u002Fgenid\u002F689e3cad1694cb85cf55","Internal Auditor",{"@type":65,"@id":69,"label":70},"\u002Fapi\u002F.well-known\u002Fgenid\u002F97c62606f5a2129e2e71","Audit Associate",{"@type":65,"@id":72,"label":73},"\u002Fapi\u002F.well-known\u002Fgenid\u002F95aee693406909889314","Audit Staff",{"@type":65,"@id":75,"label":76},"\u002Fapi\u002F.well-known\u002Fgenid\u002F4a31322c01062aa75723","Staff Auditor","\u003Cdiv>\u003Cp>The Performance Auditor makes sure Teakworld measures\nperformance by outcomes, meaning results delivered against agreed targets, not\njust attendance or time in and out. The role ensures every employee scorecard\nis completed on time, backed by evidence of actual results, and discussed and\nagreed between the employee and their manager. It also gives assurance that\nwider HR practices, payroll and records are accurate and compliant, so that\nperformance reporting to management and the board can be relied on.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\u003Cdiv>\u003Cp>\u003Cb>1. Outcome-based scorecards \u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Publish the scorecard calendar for each cycle\n(objective setting, mid-year review, year-end appraisal) and communicate\ndeadlines to all managers and employees.\u003C\u002Fli>\u003Cli>Review objectives at the start of each cycle so\nthey measure outcomes linked to the role and department goals, such as sales\nachieved, deliveries completed on time, customer satisfaction scores, stock\naccuracy or project milestones met.\u003C\u002Fli>\u003Cli>Challenge scorecards that rely mainly on\nattendance, punctuality or hours worked; these are treated as conduct\nrequirements, not performance results.\u003C\u002Fli>\u003Cli>Check each objective has a clear measure,\ntarget, weighting and data source agreed with the employee.\u003C\u002Fli>\u003Cli>Monitor completion status by department and\nemployee, and chase overdue scorecards before each deadline.\u003C\u002Fli>\u003Cli>Verify that actual results are backed by\nsupporting documents (sales reports, delivery and logistics data, CX survey\nresults, project reports) and that ratings match those results.\u003C\u002Fli>\u003Cli>Ensure each scorecard has been discussed between\nthe employee and their manager, with evidence of the meeting and both parties'\nsign-off.\u003C\u002Fli>\u003Cli>Save scorecards and evidence in the agreed\ncentral repository, with consistent naming, version control and restricted\naccess.\u003C\u002Fli>\u003Cli>Flag incomplete, unsupported or inconsistent\nratings to the Head of HR and the relevant Head of Department, and follow up\nuntil resolved.\u003C\u002Fli>\u003Cli>Track disagreements raised by employees and make\nsure they go through the agreed review or escalation route.\u003C\u002Fli>\u003Cli>Analyse results across departments to spot\nrating inflation, inconsistent standards between managers, and links between\nscorecard outcomes and business results.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>2. Wider HR audit planning and execution\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Prepare an annual risk-based HR audit plan for\napproval by the Head of HR.\u003C\u002Fli>\u003Cli>Run scheduled and ad hoc audits across all HR\nprocesses: recruitment, onboarding, contracts, leave, attendance, overtime,\ndisciplinary, exits.\u003C\u002Fli>\u003Cli>Sample-test transactions and files against\npolicy, procedures and authorisation limits.\u003C\u002Fli>\u003Cli>Document working papers, evidence and findings\nto a standard that supports internal and external audit.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>3. Legal and statutory compliance\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Check compliance with the Workers' Rights Act\n2019, Employment Relations Act 2008, Occupational Safety and Health Act 2005,\nEqual Opportunities Act 2008 and Data Protection Act 2017.\u003C\u002Fli>\u003Cli>Verify application of the National Minimum Wage\nand applicable Remuneration Regulations.\u003C\u002Fli>\u003Cli>Audit work permits, occupation permits and\ncontract renewals for expatriate staff.\u003C\u002Fli>\u003Cli>Review terms, hours and entitlements of casual\nand fixed-term workers.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>4. Payroll and benefits audit\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Reconcile payroll to HR master data: new\njoiners, leavers, salary changes, allowances, deductions.\u003C\u002Fli>\u003Cli>Verify statutory contributions and filings:\nPAYE, CSG, NSF, training levy and PRGF.\u003C\u002Fli>\u003Cli>Test overtime, commissions, bonuses, end-of-year\nbonus and leave encashment calculations.\u003C\u002Fli>\u003Cli>Audit termination and severance payments against\nthe law and contract.\u003C\u002Fli>\u003C\u002Ful>\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>5. HR records and data integrity\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Audit personnel files for completeness:\ncontracts, IDs, qualifications, appraisals, warnings.\u003C\u002Fli>\u003Cli>Check accuracy of HRIS data and headcount\nreports against payroll and department records.\u003C\u002Fli>\u003Cli>Review access rights, retention and\nconfidentiality of employee data.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\u003Cp>\u003Cb>6. Policies, procedures and controls\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Assess whether HR policies are current,\ncommunicated and applied consistently across sites.\u003C\u002Fli>\u003Cli>Recommend control improvements, segregation of\nduties and process simplification.\u003C\u002Fli>\u003Cli>Support drafting and updating of HR procedures\nafter audit findings.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\u003Cp>\u003Cb>7. Reporting and follow-up\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Issue audit reports with findings, risk ratings,\nroot causes and agreed actions.\u003C\u002Fli>\u003Cli>Maintain an action tracker and follow up with\nowners until closure.\u003C\u002Fli>\u003Cli>Prepare summary compliance reporting for the\nHead of HR, including input to board review packs.\u003C\u002Fli>\u003Cli>Liaise with internal and external auditors and\nrespond to their HR-related queries.\u003C\u002Fli>\u003Cli>Support preparation for labour inspections and\nhandle related document requests.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\u003Cdiv>\u003Cp>\u003Cb>Qualifications\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Degree in Human Resource Management, Business,\nAccounting or Law (essential).\u003C\u002Fli>\u003Cli>Professional certification in HR, audit or\npayroll, e.g. CIPD, ACCA (part), CIA or equivalent (desirable).\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\u003Cp>\u003Cb>Experience\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>At least 3 years in HR operations, payroll, HR\ncompliance or internal audit (essential).\u003C\u002Fli>\u003Cli>Experience auditing payroll and statutory\ncontributions in Mauritius (essential).\u003C\u002Fli>\u003Cli>Exposure to retail or multi-site operations with\nshift and casual workforce (desirable).\u003C\u002Fli>\u003Cli>Experience with expatriate work permit processes\n(desirable).\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>Knowledge and skills\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Sound working knowledge of Mauritian labour, OSH\nand data protection legislation.\u003C\u002Fli>\u003Cli>Strong numerical and reconciliation skills;\nadvanced Excel.\u003C\u002Fli>\u003Cli>Familiarity with HRIS and payroll systems and\ndata extraction.\u003C\u002Fli>\u003Cli>Clear report writing, able to present findings\nto senior managers.\u003C\u002Fli>\u003Cli>Fluent in English and French; Kreol an\nadvantage.\u003C\u002Fli>\u003C\u002Ful>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\n\n\n\n\n\n\n\n\n\n\u003Cp>\u003Cb>Competencies\u003C\u002Fb>\u003C\u002Fp>\n\n\u003Cul>\u003Cli>Integrity and discretion with confidential\ninformation.\u003C\u002Fli>\u003Cli>Attention to detail and professional scepticism.\u003C\u002Fli>\u003Cli>Objectivity and independence of judgment.\u003C\u002Fli>\u003Cli>Tact and assertiveness when raising issues with\nmanagers.\u003C\u002Fli>\u003Cli>Organised, able to manage several audits and\ndeadlines at once.\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv>\u003Cbr>\u003C\u002Fdiv>\u003Cdiv>\u003Cem>*All applications are subject to screening through our ATS*\u003C\u002Fem>\u003C\u002Fdiv>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":79},"\u003Cg fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\">\u003Cpath d=\"M20 10c0 4.993-5.539 10.193-7.399 11.799a1 1 0 0 1-1.202 0C9.539 20.193 4 14.993 4 10a8 8 0 0 1 16 0\"\u002F>\u003Ccircle cx=\"12\" cy=\"10\" r=\"3\"\u002F>\u003C\u002Fg>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":81},"\u003Cg fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\">\u003Crect width=\"20\" height=\"12\" x=\"2\" y=\"6\" rx=\"2\"\u002F>\u003Ccircle cx=\"12\" cy=\"12\" r=\"2\"\u002F>\u003Cpath d=\"M6 12h.01M18 12h.01\"\u002F>\u003C\u002Fg>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":83},"\u003Cg fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\">\u003Cpath d=\"M8 2v3m8-3v3\"\u002F>\u003Crect width=\"18\" height=\"18\" x=\"3\" y=\"3\" rx=\"2\"\u002F>\u003Cpath d=\"M3 9h18\"\u002F>\u003C\u002Fg>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":85},"\u003Cpath fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\" d=\"M20 6L9 17l-5-5\"\u002F>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":87},"\u003Cpath fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\" d=\"M2 9.5a5.5 5.5 0 0 1 9.591-3.676a.56.56 0 0 0 .818 0A5.49 5.49 0 0 1 22 9.5c0 2.29-1.5 4-3 5.5l-5.492 5.313a2 2 0 0 1-3 .019L5 15c-1.5-1.5-3-3.2-3-5.5\"\u002F>",{"left":4,"top":4,"width":5,"height":5,"rotate":4,"vFlip":6,"hFlip":6,"body":89},"\u003Cg fill=\"none\" stroke=\"currentColor\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\">\u003Ccircle cx=\"18\" cy=\"5\" r=\"3\"\u002F>\u003Ccircle cx=\"6\" cy=\"12\" r=\"3\"\u002F>\u003Ccircle cx=\"18\" cy=\"19\" r=\"3\"\u002F>\u003Cpath d=\"m8.59 13.51l6.83 3.98m-.01-10.98l-6.82 3.98\"\u002F>\u003C\u002Fg>"]