JSS
Head of Compensation
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Head of Compensation | Primarily home based | Occasional Travel to Hertfordshire or Midlands offices
To be considered for this role, you must ideally be immediately available to a maximum of a 1 month notice period.
We’re looking for a Head of Compensation to join an established Reward team, reporting to the Reward Director. This is a substantial role in a large business that has grown by bringing different organisations together. You’ll help create a more consistent approach to roles, levels and pay, while keeping the day-to-day compensation work running effectively.
Job architecture will be a major priority. You’ll develop a clear framework for evaluating and levelling roles, then use it to help align pay structures and practices across the business. The work calls for someone who can design a sound approach, work through the detail and bring stakeholders with them.
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What you’ll be doing
- Develop and embed job architecture, including role families, levels, grading and job evaluation.
- Review existing compensation arrangements and identify where roles, grades or pay practices need to be aligned.
- Build and maintain salary ranges, using market benchmarking and internal pay data to support recommendations.
- Manage the day-to-day flow of compensation advice on new hires, promotions, internal moves, retention cases and pay exceptions.
- Support the annual salary review and bonus cycles, including planning, modelling, guidance for managers and checking outcomes.
- Analyse pay data to spot inconsistencies, assess the impact of proposed changes and provide clear reporting to the Reward Director and business leaders.
- Work closely with HR colleagues and senior stakeholders to make compensation decisions consistent, well evidenced and practical to implement.
- Improve compensation processes, documentation and governance so that decisions are easier to make and explain.
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What you’ll bring
You’ll have strong compensation experience in a complex organisation, with hands-on knowledge of job architecture, grading, market pricing and salary structures. You’ll be confident working with detailed data and advising senior stakeholders, and able to balance the longer-term work of building a coherent framework with the pace of everyday pay decisions.
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