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Search Salaries > Chief Revenue Officer > Johannesburg
Job Description

How much does a Chief Revenue Officer in Johannesburg make?

The base salary for a Chief Revenue Officer in Johannesburg is 962,800
Also known as: Head of Revenue.

962,800

Median Base Salary (Percentile 50)
35 observations
(Updated: 10 Dec 2024)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Chief Revenue Officer earns a median base salary of 962,800 in Johannesburg, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Chief Revenue Officer in Johannesburg usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

44%

Female

56%

Benefits

There are statutory benefits associated with a Chief Revenue Officer in Johannesburg according to ...

Most Common Benefits

Competitive advantages associated with a Chief Revenue Officer in Johannesburg
Access to cutting-edge technology ensures that employees have the tools they need to perform their jobs efficiently and effectively. This not only increases productivity but also positions the company as an innovative leader in its industry, attracting top talent and fostering a dynamic work environment.
Companies offering professional development opportunities, such as workshops, seminars, and online courses, enable employees to enhance their skills and advance their careers. This not only boosts employee satisfaction and retention but also fosters a culture of continuous learning and innovation within the organization.
Comprehensive health insurance plans provide employees with access to private healthcare services, reducing wait times and ensuring high-quality medical treatment. These plans often cover hospital stays, specialist consultations, and prescribed medications, enhancing overall employee well-being and productivity.

Side Benefits to attract & retain talent

Additional perks for a Chief Revenue Officer in Johannesburg
Diversity
Flexible Working Hours
Bonus
Equal Opportunity Employer
Work-Life Balance

Statutory Benefits

Mandatory benefits in Johannesburg
Primary rebate of 17,235 ZAR, Secondary rebate of 9,444 ZAR for persons 65 and older, and Tertiary rebate of 3,145 ZAR for persons 75 and older.
The minimum wage in South Africa is 27.58 ZAR an hour.
13th-month salary payments are customary in South Africa and typically paid in December.
Employer contributions include 1.00% Skills Development Levy and 1.00% Unemployment Insurance Fund. Workers Compensation Fund is variable based on earnings and work type.
Employee contributions include 1.00% Unemployment Insurance Fund.
Progressive income tax rates ranging from 18% to 45% based on income brackets.
Standard working week is 45 hours, 9 hours per day. Overtime is paid at 150% for weekdays and 200% for weekends.
The payroll cycle in South Africa is flexible, typically agreed upon in the employment contract. It can be monthly, weekly, or bi-weekly.
10 consecutive calendar days of unpaid parental leave for new parents, including fathers, adopting parents, and surrogates.
30 sick days for a 5-day week and 36 days for a 6-day week in a 3-year cycle. 1 day per 26 days worked during the first 6 months.
12 public holidays a year. If a holiday falls on a Sunday, the following Monday is a holiday.
4 months of unpaid maternity leave. UIF provides up to 60% of salary. Recent ruling allows 4 months for all parents.
10 consecutive weeks for adoption of a child under 2. One parent gets adoption leave, the other can take regular parental leave.
3 days of paid leave per year for family responsibilities such as birth of a child, child sickness, or death of a family member.
10 weeks for primary parent in a surrogate agreement. Other parent can take 10 days of regular parental leave.
21 consecutive days (15 working days) of paid annual leave. Accrued at 1.25 days per month.
One week’s severance pay for every year of service. No severance for poor performance or misconduct terminations.
Termination process varies by contract. Minimum notice: 1 week (0-6 months), 2 weeks (6 months-1 year), 4 weeks (1+ years).
Probation periods are typically 3 months but can be longer if reasonable. Fair performance management is required.