We are seeking a highly skilled and experienced Total Reward Policy and Design Specialist to join a great team at the forefront of an exciting period of growth and change. You will play a pivotal role in shaping and leading total reward priorities, and delivering total reward solutions which support both colleagues and strategic business aspirations. You will help lead and drive reward transformation through the design and delivery of customer-centric policies and frameworks.
While operating at a developed level of conceptual thinking, you will help guide the business through change and risk management, ensuring that total reward practices are future proofed, customer-centric and underpin increased business performance..
Key Duties:
- Help define the total reward philosophy and annual pay review strategy.
- In partnership with strategic reward colleagues, ensure that total reward policies meet the needs of the business units and the colleague base.
- Design and drive continual improvement of customer-centric and market-aligned total reward policies and core collateral; informed by internal and external insight, ensure that policies align with market best practice and relevant legislation. Ensure all policies are easily-understood, inclusive, and enhance colleague experience.
- Lead the design of incentive frameworks that support strategic business priorities, and works with strategic reward colleagues to tailor them as appropriate to different business units and worker types.
- Support colleagues across the CoE, as well as broader HR, in driving colleague engagement and understanding of total reward policies.
- Ownership of the Remuneration Committee annual cycle including agenda planning, drafting of materials, and ownership of stakeholder relationships.
- Partners with HR and the business to understand and anticipate executive reward needs, and provide market data, strategic advice and insights.
Mandatory experience:
- Proven experience of leading effective change across all elements of total reward (including recognition) and performance within disruptive business environments.
- Expertise developed through delivery of reward policy across base pay, annual bonus, long-term incentives, benefits, recognition, and annual and family leave. A good understanding of HR systems and experience delivering policy change into a large complex organization.
- In-depth understanding of, and experience designing, creative and flexible short- and long-term incentive plans, as well as sales incentive plans.
- Experience of establishing strong collaborative relationships across HR and the business, as well as ensuring that total reward approaches align with the organisation's strategic goals and governance structure.
Desirable experience:
- Management of Remuneration Committee activity, including agenda planning, production of RemCo materials, and a good understanding of the UK governance landscape.
- Understanding and experience of executive reward including benchmarking, long-term incentive plans, and share plan valuation.
If you are a highly motivated and experienced Reward Policy and Design expert looking for an exciting opportunity to shape and lead total reward practices, we would love to hear from you. On offer is a competitive package and hybrid working with base location in London or the South West. Apply now to join this dynamic team.
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Morgan Philips Group is a global talent solutions business that disrupts conventional thinking in executive search, recruitment and talent consulting. We operate in over 18 markets in Europe, North & South America, Asia, and the Middle East & Africa. We understand that the future is digital and social, so we embrace the latest technology, including video ads and CVs, as well as social recruiting. Our innovative services are tailored to the new world of work yet we do not lose sight of the fact that employees be they existing and potential are ultimately human beings.
We are committed to ensuring that all job applicants are treated equally, without discrimination because of gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age.