Your newpany
We are exclusively partnering with a public-facing organisation to recruit a Reward Specialist on a full-part-time basis. You will be joining a highly supportive and collaborative culture where new ideas are encouraged, and accountability and respect are core values. They are genuinelymitted to employee development and a strong work/life balance.
Your new role
This is a chance to join amitted team at an exciting time of growth and transformation, working closely with the People Operations Manager and the Head of People. You can expect to work remotely 80% of the time and travel to the office for team meetings every month. Therefore, candidates will need to befortable to Oxford.
The successful candidate will be the go-to expert responsible for maintaining apetitive, fair, and sustainable pay structure across the organisation.
Key Deliverables:
1. Conduct annual external pay benchmarking and market research to inform the development and maintenance ofpetitive pay structures, participating in pay surveys and pay networking groups.
2. Carry out a formal, biennial review of pay against relevant market data for all roles to inform ongoing pay structure design and make rmendations for market allowances where basic pay alone does not support attraction and retention.
3. Identify if market allowances should be reduced or removed where market pressures have eased.
4. Maintain records and a pay database for evidence and support decision-making on pay.
5. Build and maintain a good understanding of the range of roles to enable internal checks for consistency in pay levels across service areas to deliver a fair and robust pay structure and remove risk.
6. Respond to requests for mid-cycle pay benchmarking.
7. Support the pay bargaining process with trade union representatives and oversee the implementation of pay reviews, working with colleagues in the People Team.
8. Conduct pay modelling to analyse the cost impact of pay reviews and any changes to pay structures.
9. Support on the development and management of a robust job evaluation process that underpins pay and grading structures, taking responsibility for a job levelling framework to support consistency in decision-making.
What you'll need to succeed
10. Knowledge and previous experience of pay and reward management within an HR or equivalent environment.
11. An up-to-date understanding of key UK legislation relating to employee pay and reward schemes, including the ability to assess potential areas of risk.
12. Strong analytical and numeracy skills.
13. Ability to research, analyse, and interpret market data to provide accuratepensation benchmarking and rmendations for change.
14. Exceptional attention to detail.
15. Proven stakeholder engagement and partnership skills.
16. Good written and verbalmunication skills.
17. A logical thinker who can independently plan to deliver to deadlines.
18. Ability to navigateplexity and work with ambiguity.
What you'll get in return
19. Generous Leave: Starting at 29 days annual leave, increasing to 33 days after 5 years of service (plus bank holidays).
20. Pension: Excellent membership in the Localernment Pension Scheme.
21. Wellbeing & Development:mitment to professional fees, the Cycle to Work Scheme, gym membership discounts, and dedicated L&D support.
22. Location/Flexibility: Part-time hours are an option (to be discussed), alongside a flexible working model.