Key Results Areas & Accountabilities
1. HR Operations Leadership (Service-Wide)
* Provide senior-level operational support across HR Operations, contributing to the delivery of a cohesive, customer-focused HR service.
* Lead service-wide improvement activity, identifying opportunities to streamline processes, reduce silos, and build consistency in ways of working.
* Provide expertise in HR operations process redesign, working with colleagues across the organisation to simplify workflows and improve digital enablement.
* Support the Head of HR Operations with operational oversight, risk identification, service prioritisation, and management of cross-cutting issues.
2. Reward, Recognition & Establishment Management
* Lead the Pay & Reward team to deliver an effective, professional and responsive reward service.
* Oversee a robust job evaluation process ensuring fairness, consistency and compliance with Council policy.
* Maintain up-to-date approaches to reward, benefits and recognition, keeping strategies under review to support attraction and retention.
* Manage the day-to-day delivery, communication and marketing of staff benefit schemes.
* Oversee the establishment control framework in partnership with HR and Finance colleagues, ensuring high-quality data, governance and reporting.
* Lead the allowance request and approval processes, ensuring transparency, risk monitoring and appropriate escalation where needed.
* Commission or procure external reward or benchmarking support when required, ensuring compliance with procurement and corporate policies.
3. Policy, Compliance & Advisory Support
* Contribute to the development and implementation of HR policies, particularly those relating to Reward, Establishment Management and HR Operations processes.
* Provide expert advice to senior managers and HR colleagues on complex operational issues, including reward, organisational change and establishment matters.
* Maintain knowledge of relevant legislation, case law, and sector best practice to ensure compliance and inform service improvements.
4. Stakeholder Engagement
* Build strong relationships with HR Business Partners, Service Directors, Executive Directors and operational managers to support effective decision-making.
* Work collaboratively with staff networks, Trade Unions and JE evaluators to support fair and transparent reward processes.
* Work with digital, data and systems colleagues to support the transformation and modernisation of HR services.
5. Team Leadership & Development
* Manage, coach and develop the Pay & Reward team to build capability, resilience, and high-quality service delivery.
* Recruit, train and maintain a pool of job evaluation panellists, including TU representatives, ensuring engagement and consistency in practice.
* Foster a positive team culture based on accountability, continuous improvement and professional development.
Knowledge / Skills / Experience
Knowledge
* Relevant degree or professional qualification (e.g., CIPD) Essential
* Evidence of ongoing CPD Essential
* Strong understanding of Pay & Reward practices Essential
* Knowledge of recruitment processes Desirable
* Understanding of statutory, policy and local government frameworks Desirable
Experience
* Demonstrable experience leading or supporting Reward, Recognition or Compensation & Benefits services Essential
* Experience in job evaluation and its practical application Essential
* Proven ability to lead operational HR projects and influence policy development Essential
* Experience delivering effective communication and engagement activities Essential
* Experience implementing performance and quality assurance frameworks Essential
* Experience managing and developing staff Essential
Dimensions of the Role
* Direct line management of:
* 2 Pay & Reward Officers
* 1 Pay & Reward Administrative Assistant
* Oversight of a wider network of JE evaluators across the Council (including Trade Union representatives).
Working Conditions / Arrangements
* Hybrid working
* As per corporate standards