The Pay and Reward Manager will work as part of the wider People and Culture team and will report directly into the Chief People Officer to provide specialist expertise and guidance on all matters relating to pay and reward. The role is currently a standalone role and will be particularly supported by the people operations, data insights, engagement and inclusion and people business partners.
They will be responsible for delivering tactical and strategic pay and reward solutions. They will have excellent experience, understanding and knowledge of how pay and reward strategies contribute to organisational effectiveness and engagement particularly within the public sector. They will analyse complex SFO and wider civil service practices in relation to pay and manage project work to enhance the SFO's approach. The role holder will communicate to all staff clearly and effectively on changes to governmental practice and SFO policy or procedure.
The role requires close liaison with key stakeholders (Executive and Senior Leadership Team, the Board, Trade Union and Heads of Division).
As a Pay and Reward Manager you will be responsible for:
- Working with divisional business areas, people and financial business partners to understand business issues and develop effective reward strategies that align with Civil Service pay policy, legislation, the strategic needs of the SFO and the wider political context.
- Building and maintaining strong, credible, and trust-based relationships with key stakeholders across SFO and the public sector, including the Civil Service.
- Preparing papers and recommendations for reward strategies, including support for the planning and implementation of annual pay settlements; ensuring that all reward initiatives are modelled and costed appropriately.
- Using excellent communication skills to effectively manage challenging situations and stakeholders; conveying complex information to different audiences, including up to Executive and Senior Leadership teams and the Board.
- Ownership and responsibility for leading on and driving forward key work portfolios within the wider pay and reward agenda, including job evaluation requests, pay flexibility, pay equality and employee benefits.
The Successful Applicant
Behaviours
We'll assess you against these behaviours during the selection process:
Leadership
Working Together
Making Effective Decisions
Communicating & Influencing
Application Stage
As part of the application process, you will be required to provide:
A personal statement of no more than 500 words attached to your CV that explains how your skills & experience meet each of the essential & desirable experience criteria as listed in the job pack.
Please note, desirable experience will only be taken into account if there is a large volume of applications & there is a need for further shortlisting for interview.
A supporting CV outlining your job history & qualifications, (including how you meet the essential technical criteria for the role)
It will not be possible to provide feedback to applicants who are unsuccessful at the application stage.
Interview stage
Behaviours & experience as outlined in the job pack will be tested at interview.
Full details of the interview process will be made available to shortlisted candidates in the invite to interview.
Closing date is 11:55pm on the 8th September 2024
Sift to take place w/c 17th September 2024
Interviews are expected to take place w/c 23rd September 2024
All dates are indicative & subject to change. Feedback will only be provided if you attend an interview or assessment.
Working for the Civil Service
The Civil Service embraces diversity & promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, & who meet the minimum requirements for the advertised vacancy
What's on offer
£53,132 - £62,877 (Job Grade 7/Band B)
Staff applying on promotion within the Civil Service will usually be appointed to the salary minimum or receive a 10% increase on their existing salary. Individuals appointed on level transfer will retain their existing salary.
Location
The role will initially be based at our offices at 2-4 Cockspur Street, London, SW1Y 5BS, in central London, however please note that we are due to move to 10 South Colonnade, Canary Wharf, London E14 4PU at a date to be confirmed.
Please be aware that this role can only be worked in the UK & not overseas. Informal hybrid working arrangements apply & there is an expectation that staff will attend the office regularly. Work pattern & office attendance will be agreed with successful candidates