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- Working with the Chief People Officer and wider Executive Team, devise the remuneration strategy which will be aligned to the business plan objectives and support the wider People strategy.
- Ensure Reward strategy supports the attraction and retention of talent as well as driving consistency across the Group wherever possible.
- Support CPO with Remuneration Committee / Executive Committee meetings by proposing agenda items, preparing reports, proposals and accurate information.
- Ensure Connells Group meets or exceeds its obligations as required by regulation, legislation and business strategy.
- Lead and oversee the annual pay review and bonus process, recommending increases based on budget, internal and external indicators and engaging key stakeholders including Chief Executive, ED’s and Finance team.
- Continually review the external market for relevant trends and comparisons, making recommendations for change where appropriate.
- Oversee all benefit renewals in a timely manner and within agreed budget, negotiating with suppliers and establishing the best deal possible for employees and the business.
- Select and manage all benefit accounts and providers within agreed budgets and SLAs. Carrying out tendering and retendering processes in conjunction with Procurement and Legal functions.
- Ensure reward policies and processes support the diversity and inclusion agenda, including conducting Equal Pay audits and preparation of mandatory reporting data (GPG), making recommendations to mitigate risk to the business.
- Share best practice and business intelligence with the wider People team.
- Act as an internal advisor/specialist on all projects/initiatives with a reward impact.
- Lead and develop a team of reward professionals, providing guidance and support to ensure high levels of performance and continuous development.
- Prior experience in a senior reward role, ideally in a regulated or complex Group environment
- Previous experience of leading a team of experts/professionals
- Experience in preparing reports and proposals for Remuneration or Executive Committees.
- CIPD qualified, with chartered status or equivalent experience
- Ability to drive change with effective project and stakeholder management skills
- Proactive and customer-centric approach
- Ability to communicate highly complex information, adapting style to suit audience
- Confident to challenge with confidence at all levels
- Strong knowledge of National Minimum Wage legislation and its application within a business context.
- High degree of understanding of pay structures, legislative and regulatory issues affecting reward.
- Good knowledge of employee benefits market
- Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications and establishing personal networks.
