Pay equity, transparency and disclosure

• Own the annual statutory gender pay gap calculation, submission and published narrative, extending to ethnicity and disability where data quality allows
• Run the underlying pay-equity and equal-pay analysis, identify the drivers of any gap, and put recommended actions with a timeline and a named owner to the Group HR Director
• Lead the assessment and preparation for emerging pay transparency obligations, making recommendations to the Group HR Director on required changes to policy, process and disclosures
• Support the remuneration disclosures required of MIFIDPRU investment firms and maintain the written remuneration policy statement

The group discretionary bonus cycle:

• Lead the annual bonus cycle, ensuring accurate administration, governance and stakeholder engagement; for the eligible population below ExCo: objective linkage, calibration across the three tiers, the budget cascade, award calculation, approvals, payout reconciliation and communication
• Maintain the calculation and allocation tool, and the annual accrual reset with Finance, ensuring the accrual rate continues to equal the target percentage
• Manage relationships with external reward consultants, ensuring delivery against agreed scope, timelines and outcomes, while building capability in-house over time
• Maintain the scheme operation document, manager guidance and employee FAQ

Adviser and sales incentive schemes

• Run the quarterly governance process for the adviser and sales incentive schemes: the timetable, the KPI review meetings, approvals, communications to Relationship Managers, and resolution of queries and disputes with Finance and the business
• Draft and maintain scheme rules, KPIs, underpins and supporting documentation, and keep scheme design compliant with the FCA Remuneration Code - deferral, malus and clawback, and conflicts of interest
• Maintain the scheme population and allocation record as the single source of truth across Finance, HR and the business, covering joiners, leavers and mid-year transitions
• Provide reward input to adviser hiring offers, sign-on arrangements, book-transfer compensation and retention packages, for sign-off at the appropriate level

Acquisition reward integration

• Together with the Compensation and Benefits Specialist to carry out reward due diligence for each acquisition- pay, grading, benefits, schemes, pensions, mobility exposure, TUPE and harmonisation risk - and quantify the cost of bringing the acquired population onto the group framework
• Map every acquired population to the group grading framework, and sequence a harmonisation plan into the integration timeline, managing dual-running cost and employee communication
• Work with the People Integration and Integrations teams so reward is assessed at deal stage rather than discovered after completion
• Deliver the day-one reward position for each deal: what stays, what changes, when, and what colleagues are told

Benefits and pensions

• Line-manage and develop the Compensation and Benefits Specialist, giving clear ownership of day-to-day benefits and compensation administration and assuring the quality of that work
• Oversee the benefits programme and provider relationships, the annual renewal and market review, and the onboarding and offboarding of benefit providers including those arriving through acquisition
• Oversee pension administration and compliance across schemes and jurisdictions, including governance of outsourced providers
• Support recognition, engagement and financial-wellbeing initiatives with practical tools that help colleagues understand and value their total reward

Global mobility and international workforce support:

• Act as the coordination point for employee mobility, working with Tax, HR Business Partners, Talent Acquisition, Payroll and external advisers to ensure proposed international travel, relocations and secondments are identified and assessed before arrangements are confirmed
• Provide practical guidance to employees and managers on mobility-related pay, benefits, allowances, travel and relocation support, referring technical tax, immigration and legal matters to the appropriate specialist advisers
• Lead the design, implementation and ongoing review of Titan’s people mobility policy and supporting processes, setting clear principles for eligibility, approvals, the costs Titan will cover, exceptions and repayment arrangements
• Maintain appropriate mobility records, case documentation, approvals and cost information, ensuring agreed salary, benefit and allowance changes are communicated accurately to Payroll, Tax and relevant HR teams
• Coordinate external mobility providers where required and support the practical delivery of assignments and secondments, while identifying when the scale or complexity of activity requires dedicated specialist resource

Employment tax and the payroll interface

• Support the Compensation and Benefits Specialist on benefit-in-kind data for P11D reporting, ensuring information is delivered to Finance against an agreed annual calendar
• Maintain compliance on the statutory pay obligations that sit with reward: National Minimum and Living Wage checking including the effect of salary sacrifice and unpaid working time, pensions auto-enrolment and cyclical re-enrolment, and the tax treatment of termination payments

HiBob Compensation and reward data:

• Lead the implementation of the HiBob Compensation module within the supplier support window and manage it thereafter as the system of record for grade, range, salary review and bonus data
• Reduce spreadsheet-based reward administration as module functionality replaces it, and keep configuration aligned to the grading architecture
• Work with People Operations and Data so reward data in HiBob is accurate, governed under the agreed field-ownership model, and used as the single source of truth
• Produce reward MI and dashboards - ranges and outliers, award distribution, cost, mobility population, gap analysis - and provide reward cost modelling and people-cost forecasts to Finance and the Group HR Director

Governance, RemCo and regulatory:

• Prepare the reward content of Remuneration Committee papers: the annual pay and bonus outcome, benchmarking evidence, scheme changes, the pay-gap position and the equality impact review, to the committee timetable
• Maintain and develop the Group's reward policies, ensuring they remain aligned with business needs, regulation and market practice: pay, grading, bonus, recognition, mobility, etc
• Maintain the documented audit trail behind pay, grading and award decisions, so any decision can be evidenced after the fact, and support internal audit and regulatory review