THIS ROLE COUL BECOME PERMENANT FOR THE RIGHT CANDIDATE
Our client is a large local government organisation and looking for an experienced Pay and Reward professional to join their team.
This is initially a 3 month contract which may be extended for the right candidate
You will
To lead or be involved in the development of innovative pay, benefits and reward projects.
To lead and develop pay benchmarking solutions, ensuring the business remains competitive within the pay market at median to upper quartile, to enable the recruitment and retention of talented colleagues.
To support the modernisation of council wide pay structures.
To build, develop, and lead a job evaluation panel drawn from shared resource across the business to ensure demand and outcomes are met.
To ensure appropriate methodology is used to size job roles for different staff groups.
To design and embed total reward approaches, including a range of pay and benefits for all roles across the business, including Executive.
Research and make recommendations on current and upcoming pay and reward trends.
To be responsible for the development of reward policies, procedures and practices that are fit for purpose, underpinned by effective governance and controls.
Collaborate with colleagues across the HR and Cultural Change Service to ensure a holistic and joined-up approach to employee reward and benefits, including engagement, recognition, health and wellbeing, inclusivity and personal development.
Collaborate with the Communications team and other key stakeholders to ensure an inclusive and engaging approach to promoting and raising awareness of the total reward package to all colleagues.
To oversee digital systems development, testing and implementation, relating to pay and reward, with internal colleagues and suppliers.
Promotion of excellent employee relations, through negotiations and consultation with trade unions in the development of pay and reward policy and strategic initiatives.
Ensure that all pay and reward strategy and implementation is based on a thorough understanding of organisational need, balancing risk and other factors to provide the most effective solutions.
Keep abreast of case-law, legislation, national developments, and best practice in respect of pay and reward and report on any potential implications for HR strategies, policy and procedures.
Provide advice to senior leaders and elected members on all aspects of pay and reward, including pay decisions, policy (local and / or national) interpretation, and job evaluation.
Collaborate with the HR Manager Business Systems to ensure high levels of performance of the external payroll services supplier regarding the implementation of remuneration, including pay awards, changes to pay scales and pensions.
Work with colleagues across the HR and Cultural Change Service and other stakeholders to share organisational intelligence and best practice on HR initiatives.
Undertake responsibilities as corporate employer for the Oxfordshire Local Government Pension Scheme and NHS Pension Scheme.
Ensuring necessary actions and communications regarding the LGPS are managed
Management of ill health or early retirement cases (for current and deferred and members)
Responsible for reporting and publishing statutory pay reports i.e. Gender Pay Gap, pay and ethnicity reporting, and the Council's Pay Policy statement.
Provide expert insight and advice to the wider HR and OD team in support of organisational and workforce changes, with an understanding of the wider external environment.
To work with key stakeholders to monitor, audit, and report on the Council's approach to pay ensuring it is protected against equal pay risks.
To develop KPI's and performance reports for pay and reward, including job sizing, gender pay gap, ethnicity pay gap reporting, take-up of benefits and third-party suppliers.
Proactively seek and procure new pay and reward opportunities with internal and external suppliers, and act as client relationship manager.
Deputise for the strategic lead for pay and reward as required.
PLEASE NOTE THIS ROLE IS INSIDE SCOPE OF IR35