Pay, Rewards and Benefit Manager

GC166: Pay, Rewards and Benefit Manager
Location: Reading - 2 to 3 days per week in the office
Salary: £50 - £70 per hour
IR35:
Working Hours: 2 to 3 days per week in the office
Contract Length: 12-months
Security Clearance: SC clearance would be preferable but the client would accept SC clearance that has lapsed within the last 12 months

Overview:

The successful candidate will be responsible for delivering the compensation components of the reward strategy, including overseeing the provision of a mobility service. It will also manage the operational delivery of compensation, including pay, allowance and incentive structures and communications. This role will include direct line management of a mobility enablement position and task management of up to two analysts or coordinators to support effective delivery.

Key Accountabilities:

Reporting to the Head of Reward:

• Maintaining all compensation frameworks, including base pay, allowances, and incentives.


• Monitoring and evaluating the effectiveness of compensation programmes, with recommendations based on business input, professional insight, and data.


• Ensuring the delivery of a domestic and international mobility service that supports business needs whilst remaining appropriately competitive and benchmarked with other public sector defence bodies.


• Conducting regular benchmarking and market analysis to ensure competitive compensation offerings.


• Collaborating with HR and management to ensure compensation programmes are well-communicated and understood.


• Ensuring compliance with relevant laws, regulations, and any delegated authority or pay freedoms granted by the government.


• Meeting all internal and external audit requirements related to compensation.


• Providing expert advice and support to managers on compensation-related matters.


• Managing the annual pay review process and staff incentive distribution.


• The successful deployment of employees to overseas or domestic locations as required by the business.


• Offering professional guidance, leadership, and direction to reward professionals assigned to or reporting within this area.


• Monitor and evaluate the effectiveness of compensation programmes and make recommendations for change based upon business input, professional insight, knowledge and data.

• Maintain and communicate pay ranges, allowances, and variable pay arrangements.


• Through a Mobility Enablement role, ensuring the communication and maintenance of a mobility framework, policy and process.


• Produce statutory reports, including gender pay gap analysis, with compensation insights and commentary.


• Advise on pay agreements across the business, acting as a subject matter expert and supporting the Industrial Relations lead in Trade Union discussions or negotiations.


• Generate and provide compensation-related data, including key performance indicators.


• Liaise with HR to ensure effective and compliant compensation uploads into payroll, offering oversight and guidance.


• Act as the focal point for all compensation-related internal and external audits, conducting internal checks and monitoring to proactively resolve issues.


• Line manage reward professionals providing professional development and holding to account for delivery.


• Provide professional guidance and share knowledge with reward colleagues.

This listing is from Reed. View original listing ↗