Join LGPS Central at a pivotal moment, where investment meets long-term impact.
This role is based in Wolverhampton and will play a key part in shaping and delivering LGPS Central’s reward and talent agenda, supporting our ambition to be a high‑performing, inclusive and future‑ready organisation.
The postholder will work closely with the Head of People and wider People team, including the Chief People & Transformation Officer, to lead high‑impact work across base pay, variable pay, benefits, pensions, benchmarking, job architecture, reward governance, talent, succession and capability planning. This will include responsibility for developing fair, transparent and market‑informed reward practices, while strengthening LGPS Central’s approach to critical talent and future‑focused roles.
As a trusted partner to senior leaders, the postholder will bring strong technical expertise, analytical depth and credible stakeholder influence. They will turn complex reward and talent data into clear recommendations that support confident decision‑making, strong governance and a positive employee experience.
This is a unique opportunity to help shape reward and talent practices that support the People Strategy, reflect regulatory expectations, strengthen organisational resilience and serve the long‑term interests of LGPS Central and its Partner Funds.
What you’ll be doing
Reward Strategy and Framework Development
* Deliver LGPS Central’s total reward review in line with the People Strategy and agreed reward principles
* Lead activity across base pay, variable pay, benefits, pensions and total reward
* Help shape a fair, transparent and market‑informed reward framework
* Ensure reward recommendations support performance, inclusion and a positive employee experience
* Support reward practices that recognise performance, contribution and impact
Benchmarking, Pay Analysis and Job Architecture
* Lead the annual benchmarking cycle, working with external advisers where needed
* Deliver pay benchmarking, compa‑ratio analysis, market insight and reward modelling
* Support the design and development of job architecture and clear job levelling
* Turn analysis into clear, evidence‑based recommendations
Talent Management and Succession Planning
* Partner with leaders to embed a robust approach to talent and succession
* Support talent identification, assessment and development planning
* Lead succession planning for key and high‑risk roles, including Executive succession where required
* Support readiness assessments, development actions and governance updates
* Help identify critical talent, development priorities and succession risks
Variable Pay and Performance Culture
* Lead the delivery and modelling of variable pay and incentive frameworks
* Support the integration of performance metrics into incentive design
* Ensure variable pay supports sustainable performance, strong governance and appropriate risk outcomes
* Connect performance and reward outcomes in a fair and credible way
* Promote clear expectations, consistent conversations and evidence‑based decisions
Governance, Reporting and Stakeholder Engagement
* Prepare high‑quality committee papers, analysis and recommendations
* Engage senior stakeholders, including SLG, Executive Committee and governance forums
* Manage relationships with external reward advisers and third‑party partners
* Present reward data, options and recommendations clearly and confidently
* Build trusted relationships across the business
Data, Systems and Process Improvement
* Own reward data, modelling and analysis, ensuring accuracy, confidentiality and governance
* Improve reward processes, reporting, data quality and system use
* Develop reliable pay modelling tools and analytical approaches
* Ensure reward activity is controlled, documented and auditable
* Support effective use of people systems across reward and talent
Compliance, Regulation and Risk Management
* Ensure reward recommendations reflect FCA requirements and governance expectations
* Support reward activity in line with risk culture, risk appetite and internal policies
* Identify and elevate reward‑related risks, issues and implications
* Build understanding of the LGPS landscape and Partner Fund expectations
* Support fair, transparent and well‑governed reward and talent practices
Requirements
* Significant reward experience in financial services, asset management or a similarly regulated environment
* Strong technical reward expertise across base pay, variable pay, benefits, pensions, benchmarking and total reward
* Good understanding of talent management, succession planning and capability development practices
* Experience of reward modelling, pay analysis, compa‑ratio analysis and market benchmarking
* Experience of working with external advisers, salary survey providers or reward consultants
* Strong understanding of reward governance, committee reporting and evidence‑based decision‑making
* Proven ability to engage and influence senior stakeholders and committees with confidence and credibility
* Excellent judgement, attention to detail and the ability to balance rigour with pragmatism
* Strong communication and relationship‑building skills, with the ability to influence senior leaders, boards and external partners
* Commercially aware, with the ability to align people and reward priorities to organisational goals and financial context
* High degree of professional ethics, integrity and judgement
* Strong analytical skills, including the ability to support talent and succession decisions with insight and evidence
* Highly effective partnering skills, with the ability to build trust, create momentum and work across the organisation
* A growth mindset, with the ability to learn quickly, drive continuous improvement and bring fresh thinking across reward and talent
* Knowledge of the LGPS, public sector pensions environment or regulated asset management environment would be advantageous
* Experience of preparing papers for RemCo, NomCo, People Committee or similar governance forums would be advantageous
Qualifications
* Degree level or equivalent in a relevant discipline.
* Reward, HR, finance, pensions or related professional qualification would be advantageous.
What do we offer
* An enhanced and generous Pension Scheme
* An extra paid Company Day in addition to paid holidays
* Welfare and Family‑friendly policies
* Enhanced pay for new parents
* Access to our Employee Assistance Programme - 24‑7 Health & Wellbeing Support
* Vitality Private Medical Insurance
* Hybrid Working
* Company Service Awards
* Cycle to Work Scheme
* Company Electric Vehicle Scheme
About Us
LGPS Central (LGPSC) Ltd is the FCA regulated asset manager for fourteen local authority pension funds across the Midlands. LGPSC is jointly owned on an equal shares basis by those Partner Fund, and it is responsible for managing £100bn+ of their assets. It is one of six Local Government Pension Scheme (LGPS) asset pools in the UK.
LGPS Central’s Partner Funds are:
* Sulfolk County Council
The Company is committed to responsible investment and has made responsible investment a core part of the investment process in every asset class.
LGPS Central offers a friendly and diverse, hybrid working environment with a range of employee benefits. The Company moved to new premises at i9, Wolverhampton Interchange in January 2022, close to local transport links.
Our objective is to be a leading investment management company working with and for our Partner Funds. With a focus on value for money and performance we want to aspire to be one of the best because this is how we will deliver the superior investment returns and low costs for our Partner Funds.
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