Contract Type:

Fixed Term (Fixed Term)

Competitive salary + car or car allowance (£7k), pension contributions up to 10%, private medical cover, 25 days annual leave + bank holidays

12-18 Month Fixed Term Contract

Hybrid working from our Cardington office

Reporting to the People Director as part the People Leadership Team, this role is accountable for the development and delivery of all Reward aspects of the People strategy during a time of significant business and cultural change. You will lead a team to provide subject matter expertise in all compensation, benefits and pensions matters across the business. As a strong leader you will have the ability to share the bigger picture with your team and coach them pragmatically through change.

Using your deep Reward expertise and covering the full spectrum of the profession including: pay principles and frameworks, incentives design, role architecture, recognition, and benefits, you will propose, design, deliver and communicate commercial, practical and fit for purpose Reward solutions which will drive business performance, support an exceptional People Experience and provide a meaningful, competitive and motivating Reward offering to colleagues.

You will establish and maintain strong, effective and trusting relationships with a diverse set of stakeholders including the Belron UK Executive team, the Belron UK Senior Leadership Team, the UK People Team and the Group People team. In addition, as a member of the Senior Leadership Team, you will collaborate and share accountability with other senior leaders on key cross-functional projects for the successful development and implementation of the business strategy.  

You will be comfortable working a pace, often in a rapidly changing environment where the context is shifting and sometimes ambiguous, capable and confident in decision making and often managing multiple priorities at the same time. Having the ability to operate strategically, as well as being hands on with delivery is key for this role.

           

Key responsibilities

Reward

• Develop reward policies, frameworks and processes in support of the business’ strategy and priorities, using data to underpin all recommendations
• Custodian of the company’s pay and grading framework and pay principles, providing thought partnership to Executive and Senior Leadership on all matters relating to colleague pay
• Work collaboratively with relevant stakeholders to design and deliver engaging and relevant incentive schemes which are easy to communicate and understand
• Accountable for the delivery of the annual cyclical pay review and bonus processes
• Ensure any current or planned legislation governing reward is followed e.g. gender pay gap reporting.  Identify and make proposals to address any underlying practices that do not support an inclusive approach
• Oversee the company’s participation in relevant external salary surveys and networking groups
• Act as a coach and educator to the wider People function on all matters Reward

Benefits and Well-being

• Provide leadership to the Pensions Manager who, through a small pensions team, is accountable for the delivery of the UK’s pension strategy and day to day operation (including supplier management) of the company’s pension schemes (legacy Defined Benefit and Master Trust)
• Overall responsibility for the design, provision and operation of all company benefits schemes (including the private healthcare scheme, all group risk benefits, Employee Assistance Programme, discounts platform and the Cycle to Work scheme)
• Jointly with the Head of Safety, Health & Wellbeing, lead the Wellbeing Working Group, established to ensure a holistic approach to colleague well-being in recognition of the whole person, to provide both strategic and tactical actions in support of colleague well-being, resilience and sustainable ways of working

Person Specification

• Significant experience in a Reward leadership role
• Commercial, strategic thinker who can transform concepts into actionable plans
• In depth knowledge of role architecture and job evaluation
• Deep expertise and understanding of the National Living Wage and its impact
• Ability to communicate complex topics in area of own subject matter expertise in a concise and straightforward manner to all levels of the business and capable of adapting messaging to suit different audiences.