Head of Reward

An exciting new role has been created for a Head of Reward, to develop and lead Reward strategy, ensuring all aspects of their compensation and benefits are aligned to delivery of the business’s growth objectives and continuing to drive a performance culture.

It is pretty much a greenfield site and they are looking for someone who can work at both board and shopfloor level.

This is a hands on role and will suit a practical delivery orientated individual

PURPOSE OF THE ROLE

Their aim is to develop and deliver a total reward framework that is aligned with their values, engages their people and enables them to achieve the business strategy, and to be recognised as an employer of choice.

The Head of Reward is responsible for directing the Company’s reward function and overseeing the delivery and governance of its related policies and processes. In addition to leading the cyclical activities such as the pay review, this leadership role will be required to review existing compensation and benefits structures in order to develop the UK reward strategy in line with the business strategy and the organisation’s culture and values.

In addition the jobholder will be responsible for bringing a forward thinking agenda of how increased pressure on future employment costs can be mitigated (eg Apprenticeship Levy, Auto enrolment pension increases and National Living Wage)

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

• Lead and embed the development of the Total Reward framework and philosophy
• Oversees executive compensation including the plc’s long term incentives and the drafting of the annual Directors’ Remuneration Report to meet regulatory reporting requirements
• Lead on the development and implementation of a new pay and grading framework, working with external consultants and colleagues to manage the change process and ensure effective implementation.
• Leading and managing the annual reward cycles, including salary and bonus reviews processes.
• Development of cost effective approach to terms and conditions, ensuring enhanced productivity
• Take a proactive approach to identify future pay and benefits trends and external influences that may be relevant, recommending options and actions.
• Ensure insight from internal data sources such as the exit questionnaire and engagement survey, as well as external benchmarking, are used to inform future reward and recognition activity.
• Maintain the existing pay structure and advise on and approve the implementation of all allowances, ensuring they are in line with equal pay principles.

• Ensure all pay decisions are supported by robust market information, maintained

Oversee the organisation’s approach to job evaluation, ensuring a robust objective and quality assured process.

• Manage the complete benefits portfolio, including overseeing the relationship with third party suppliers ensuring effective performance and cost effectiveness.
• Manage and, as agreed, enhance the organisation’s benefits offer in line with the total reward framework and ensure all pay and benefits administration is carried out effectively.
• Identify any benefit-related tax implications, ensuring these are considered and managed appropriately, working with the finance team as required.
• Oversee the delivery of long service recognition programme
• Liaise with finance regarding budget implications of pay and pensions changes.
• Ensure effective and engaging communication with colleagues on all aspects of our total reward framework.
• Act as trustee of benefits scheme arrangements (BUPA)

 

to discuss please contact Zabbott – zabbott@chatworthrowe.co.uk