Role Profile The Reward Analyst plays a key role in supporting the company’s reward strategy, ensuring fair, competitive and well-governed pay and benefits practices. The role supports strategic decision-making by provi ding analytical expertise across core reward activities, including Gender Pay Gap reporting, remuneration benchmarking, and annual pay review processes. The role requires strong data capability, attention to detail and the ability to work collaboratively within the People team and other business stakeholders to deliver high - quality data insights to support strategic decision making and maintain pay principles. In addition to core reward responsibilities, the Reward Analyst will play a key role in producing high - quality people data and insight for senior stakeholders. This includes the preparation of regular and ad hoc reports for the Board, Executive Committee and wider leadership teams, ensuring information is accurate, well governed and clearly presented. Please note that this role is a 1 2-month fixed-term contract. Technical Knowledge Understanding of reward principles, pay structures and benchmarking methodologies Experience of producing statutory Gender Pay Gap reports, including data validation, analysis and development of narrative Proficiency in remuneration benchmarking using external salary data Knowledge of pay review processes, including data preparation, modelling, scenario analysis and budget tracking Understanding of employee benefits provider management and annual reviews High level of technical competence in Excel, e.g. pivot tables, lookups and modelling Experience of HRIS reporting tools, knowledge of BambooHR is desirable but not essential Awareness of relevant UK employment legislation and Financial Services regulatory requirement relating to reward Ability to maintain strong data governance, audit trails and compliance standards Collaboration & Team Contribution Work closely with People Partners, Finance, Talent acquisition and business leaders to provide clear, accurate reward and people - related i nsights Support People Partners and Line Manager during the pay review cycle, offering guidance on tools, data and reward policies Build effective relationships with external benefits providers, ensuring smooth service delivery and timely issue resolution Contribute to cross-functional reward and data production projects, sharing expertise and supporting continuous improvement initiatives What success looks like Gender Pay Gap reporting is delivered on time, accurately, and with clear insights that support meaningful action planning Benchmarking outputs are robust and well-interpreted The annual pay review runs smoothly, with high-quality data, minimal errors and strong business con fidence in the outputs Employee benefits are well managed, with strong provider relationships, timely issue resolution and positive employee feedback D ata is accurate, well governed and maintained to audit-ready standards Demonstrable improvement to all processes related to reward, including onboarding, promotion, job moves and leavers Skills, Behaviours & Knowledge Advanced Excel and strong analytical capability Ability to interpret complex data and translate it into meaningful insights Ability to c ommunicate complex information in a clear, accessible way, adapting style to suit technical and non-technical audiences Effective stakeholder management and relationship management High level of organisation and ability to manage cyclical processes Focussed on detail and accuracy Ability to be flexible & adapt at short notice Strong and effective decision-making Team player who is willing to collaborate and trust Ability to deal with confidential matters with discretion and tact Senior Managers & Certification Regime (SMCR) As this is a Certified role under the SMCR, the Reward Analyst is required to adhere to the FCA Conduct Rules : - You must act with integrity You must act with due skill, care and diligence You must be open and cooperative with the FCA and other regulators You must pay due regard to the interests of clients and treat them fairly You must observe proper standards of market conduct You must act to deliver good outcomes for clients