Titan Wealth Holdings Limited
Total Rewards Partner
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Titan Wealth is a rapidly expanding wealth management business, both in the UK and internationally. It has developed a fairer, more efficient, and effective business model, structured to deliver leading advice-led wealth management services, giving financial advisers and their clients the best opportunity to fulfill their dreams and ambitions.
We offer a dynamic work environment full of opportunity, where both individual and team initiative and contribution are encouraged, so that together we can deliver better outcomes for our clients over the long term.
We are seeking an experienced and hands-on reward professional who can take ownership of the day-to-day delivery of Titan's reward agenda in a fast-growing, acquisitive, and evolving business. This is a highly operational role requiring someone who is comfortable rolling their sleeves up and delivering the technical work themselves, including salary reviews, bonus cycles, benchmarking, job grading, reward governance, and reporting. Titan is currently working with an external reward consultancy to establish and formalize the Group's reward infrastructure, frameworks, and governance, and we need someone who can help embed that framework, maintain it, and evolve it over time as the business grows.
The successful candidate will be highly organized, commercially minded, and comfortable operating independently, with strong stakeholder management skills and the credibility to work effectively across HR, Finance, Compliance, Payroll, Tax, and external advisers. They must also have previous people management experience, including coaching, mentoring, and performance management, with the ability to develop capability in others while maintaining high standards and accountability.
This role will therefore suit someone who enjoys execution, implementation, and continuous improvement, and who is comfortable maintaining and evolving an established reward framework over time, rather than someone seeking a purely strategic leadership position.
Responsibilities:
Grading, Levelling, and Job Architecture
- Lead the ongoing development and management of the group's job-grading and levelling framework.
- Grade new and materially changed roles, applying the job-evaluation differentiators consistently, and maintain the evidence behind each decision so grades are defensible on challenge.
- Lead on the ongoing development and implementation of the job architecture behind the grading framework: job families, career levels, and progression criteria - so colleagues can see what the next level requires and managers have something objective to appoint and promote against.
- Operate the re-grade query and appeal route with the HR Business Partners, within a defined response window, so queries are resolved as reward decisions rather than escalating into grievances.
- Keep job titles, grades, and bands standardized across entities as the organization changes, and hold the line where local practice diverges.
- Maintain the salary structure, bands, and ranges by grade and by geography, and review them against the market at each benchmarking cycle.
Salary Review, Benchmarking, and In-Year Pay Governance
- Run the annual salary review end-to-end for the whole population, within the budget agreed with Finance and the Group HR Director: manager guidance, recommendation tooling, the approval workflow, loading approved changes in HiBob, and communication to managers and employees.
- Run the annual benchmarking exercise using recognized market data (WTW, Mercer, McLagan, or equivalent), identify outliers above and below range, and provide the evidence base on which pay decisions are made.
- Complete the annual data submissions to benchmarking providers, maintaining accurate job matching so the data Titan buys back is reliable.
- Operate the pay governance that prevents in-year drift: offer approval against range for new hires, promotion, and out-of-cycle increase approval, and counter-offer and retention payment governance, with anything outside range approved at the right level and recorded.
- Market-price new and hard-to-fill roles for Talent Acquisition, so offers are made against evidence rather than candidate expectation.
- Provide the reward input to the annual budget and planning cycle: pay review affordability modelling, bonus accrual forecasting, and the cost of market movement and statutory increases.
- Ensure salaries are reviewed consistently and on a published cycle, so that any employee or manager can be told how a pay decision was reached, and maintain the reward calendar so cycles run to plan and do not collide.
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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 harmonization 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 harmonization 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 the 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.
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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
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