Reward Manager

The People team are looking for a Reward Manager to join on a maternity cover basis, supporting the delivery of the Reward strategy and ensuring reward processes are delivered accurately, consistently and on time. Working with the Head of Reward, Systems & Services and the wider People team, the role provides analysis, coordination and practical support to help ensure that reward activities are accurate, consistent, well governed and delivered on time. Reward activity spans across the UK and international entities, and the role manages the day-to-day support required for annual reward cycle events including the annual salary review, bonus processes, remuneration survey submissions, benchmarking analysis, role evaluation and mandatory gender pay gap reporting.

• Respond to routine reward queries from People Partners and line managers, providing guidance within agreed frameworks and escalating complex or sensitive matters.
• Prepare information and analysis to support reward-related decision making.
• Support organisational design and career development conversations through accurate role sizing, grading advice and understanding of progression frameworks.
• Support the delivery of the Reward strategy by turning reward priorities into clear plans, processes and guidance.
• Support the roll out of the new job levelling methodology, building on the existing light touch approach, and undertake role evaluations across the business with guidance from the Head of Reward, Systems and Services.
• Ensure grading outcomes are consistent and well documented, and that job descriptions align to grading criteria, differentiating clearly between Manager and Individual Contributor levels.
• Explain the outcomes behind levelling decisions to People Partners and escalate complex matters appropriately.
• Conduct benchmarking for individual roles using a range of market data sources including Willis Towers Watson (WTW), providing insights and recommendations in line with market and internal relativities.
• Participate in and lead data submission for various salary and benefit surveys, including WTW.
• Support the delivery of Reward Governance Group and Remuneration Committee activity by preparing materials, maintaining documentation and tracking agreed actions.
• Maintain reward policies, processes and frameworks to ensure they reflect best practice and current legislation.
• Research and support the design, process and administration of a company-wide recognition scheme.
• Support the research and identification of a suitable benefits platform, and embrace reward-related technologies and process improvements.
• Identify ways of improving existing benefits administration processes and support benefits reviews and utilisation across the UK and international entities.
• Coordinate key activities within the annual reward cycle, including data collection, validation, pay review administration and bonus calculations, working to agreed plans and timelines.
• Analyse data to ensure alignment with reward principles, internal equity and Remuneration Committee guidelines, working closely with People Partners and Finance to ensure accurate inputs, modelling and reporting.
• Obtain and analyse data to create gender pay gap reporting and other regulatory reward checks, working with relevant Centres of Excellence to develop the supporting narrative and provide clear context and explanation for the reported figures.
• Monitor benefit utilisation and ensure provider relationships align with expectations for service and value, maintaining understanding of reward legislation and its implications for policy and practice.

• Relevant experience as a Reward Analyst/Manager, with practical experience of delivering annual reward cycles.
• An understanding and demonstrable experience of reward principles, benchmarking, job evaluation, pay structures and annual reward cycle processes.
• Strong Excel skills and the ability to analyse data and summarise insights clearly for stakeholders.
• Experience of coordinating tasks or workstreams to agreed deadlines.
• High attention to detail and the ability to work accurately within governance frameworks.
• Clear communication skills and confidence explaining established processes.

• Hybrid-working model offering the chance to work from home on some days each week.
• Where possible, attendance at the office or site visits in line with company policy, with staff liaising closely with their line manager to manage their time according to work and team requirements.