Senior Reward and Benefits Manager

The Senior Reward and Benefits Manager sits as part of the HR leadership team. This team’s sole purpose is to work harmoniously with the strategic lens necessary to deliver the Human Resources strategy and service to the Firm. The role reports to the Director of HR.

The Senior Reward and Benefits Manager is responsible for shaping and delivering the Firm’s reward and benefits strategy, ensuring it is market informed, commercially aligned, compliant and supports the attraction, retention and engagement of our people. This role manages the Reward and Benefits team, consisting of the Reward and Benefits Analyst and the Senior Benefits Advisor.

This role will be deemed as a Willis Towers Watson Subject Matter Expert and the expectation is that the role would

• Be recognised as an expert in reward and benefits.
• Have specialised depth and breadth of expertise in the reward and benefits discipline.
• Interpret internal or external issues and recommends solutions/best practices.
• Solve complex problems; takes a broad perspective to identify solutions.
• Lead projects with broad visibility.
• Be able to analyse the current market and apply these insights to the Firm’s reward and benefits strategy.
• Work with senior stakeholders across the business services and fee earning divisions to align and implement the reward and benefits approach.

This role is for a 12-month Fixed Term Contract to cover a period of parental leave.

Roles and Responsibilities

• Lead reward and benefits strategy design and implementation internationally, in all the Firm’s operating regions.
• Provision of research based reward data, analysis and recommendations, for the Firm to aid decision making as required.
• Strengthen the Firm’s pay for performance culture, as a key leader in the design, testing and implementation of pay for performance schemes, including a range of incentive plans for business services and fee earning employees.
• Manage the end-to-end annual salary review and bonus processes, via Success Factors, in collaboration with the Finance, HRIS and HR Business Partnering teams.
• Guide and advise the HR Business Partnering team to ensure that key messages are delivered and that reward decisions are consistent and fair across all areas of the firm.
• Provide advice and guidance to the Talent Acquisition and HR Business Partnering teams on salary position for new hires.
• Manage and support the Reward and Benefits Advisor to ensure communications, reward analyses and processes are compliant, accessible, and relevant to audience, as well as all data provided to and from the team are accurate.
• Oversight of all grading activity of new UK business services roles by the Reward and Benefits Analyst, providing support on more complex grading decisions using WTW Global Grading Software.
• Oversight of salary survey job matching for all Business Services roles, completed by the Reward and Benefits Analyst, reviewing all matches for accuracy and ensuring the Reward and Benefits Analyst keeps HRIS system up to date with job matching information.
• Manage and support the Senior Benefits Advisor to ensure the Firm’s benefits strategy is developed using benchmarking as appropriate, complex cases are dealt with appropriately, and manage the relationships with benefits brokers, including the benefits renewal process.
• Understanding of local compliance requirements in all the Firm’s operating regions, with deployment of initiative where needed, for example knowledge and application of our responsibilities under the EU Pay Transparency Directive, and ability to conduct and interpret UK Gender Pay Gap analysis.
• Understanding of UK pension and similar international schemes (most notably 401k in the US, DEWS in Dubai). Serve as a member of the UK Pension Governance Committee, attending quarterly meetings led by our pension broker and investment advisor, passing on feedback from employees on the scheme to inform meetings. Lead on the early establishment of our US 401k scheme.
• Comprehensive understanding of salary range purpose and design, including updating salary ranges where needed, and overseeing and advising on the application of salary ranges in the business services and fee earner population.
• Lead on the annual budgeting process for HR, collating the sub-team submissions, as well as working with Director of HR of HR on headcount budget as needed.
• Input into any projects where reward and benefits is key.