HR Governance & Operations Manager

This role is responsible for overseeing HR governance, HR operations and payroll related compliance across the UK, ensuring that people policies, processes and practices remain legally compliant, consistent and well controlled. You will act as the central owner of HR and payroll governance, providing assurance across statutory obligations, operational risk and audit readiness in a rapidly evolving employment law landscape. The role plays a critical part in protecting the organisation from legal, financial and reputational risk while enabling effective, compliant people management.

The role holder will manage a team of two operations and one payroll specialist. As a leading global reinsurer, SCOR offers its clients a diversified and innovative range of reinsurance and insurance solutions and services to control and manage risk. Applying "The Art & Science of Risk," SCOR uses its industry-recognized expertise and cutting-edge financial solutions to serve its clients and contribute to the welfare and resilience of society in around 160 countries worldwide. Working at SCOR means engaging with some of the best minds in the industry - actuaries, data scientists, underwriters, risk modelers, engineers, and many others - as we work together to find solutions to pressing challenges facing societies. As an international company, our common culture is defined by "The SCOR Way." Serving both to build momentum that drives the Group forward and as a compass to guide our actions and choices, The SCOR Way is anchored by five core values, reflecting the input of employees at all levels of the Group. We care about clients, people, and societies. We perform with integrity. We act with courage. We encourage open minds. And we thrive through collaboration. SCOR supports inclusion and the diversity of talents, and all positions are open to people with disabilities. You are responsible for leading HR governance and operational oversight across the UK, with a strong focus on employment law compliance, payroll‑linked processes, policy management and risk mitigation. You translate complex legislative and regulatory requirements into clear, practical HR and payroll frameworks, ensuring they are embedded effectively across the business. You provide central ownership of high‑risk HR and payroll processes across the employee lifecycle, including sickness absence, family leave, joiners and leavers, probation, restructuring and statutory pay administration. You work closely with HR Business Partners, Payroll teams and key stakeholders to ensure policies and supporting documentation are consistently applied, systems are correctly configured, and controls are robust and auditable. You play a key role in preparing the organisation for ongoing UK employment law reforms, strengthening process discipline, improving documentation and ensuring the organisation remains audit‑ready at all times. Key duties and responsibilities You will: Own and maintain the UK HR and payroll policy framework, ensuring ongoing compliance with UK employment legislation and regulatory requirements Translate legislative change into clear, operational HR and payroll processes, guidance and controls Drive our approach to non-financial misconduct, ensuring compliance and effective implementation and monitoring Provide governance and oversight of payroll‑related statutory entitlements, including sick pay, family leave and statutory payments Ensure HR and payroll processes are consistently applied, documented and auditable across the organisation Act as the central point of accountability for HR operational risk, compliance issues and process remediation Support HR Business Partners and managers by providing clear guidance, frameworks and decision‑making tools Oversee governance of high‑risk employee lifecycle processes, including disciplinary, probation, redundancy and restructuring activities Partner with Payroll to ensure accurate data flows, eligibility rules, approvals and system configuration Lead internal reviews, audits and compliance assessments related to HR and payroll activities Maintain clear records, audit trails and control documentation in line with regulatory and internal requirements Monitor upcoming employment law changes and proactively prepare the organisation for future implementation Reduce reliance on reactive legal advice by strengthening preventative governance and process controls