Senior Reward Analyst

• Based in Edinburgh, this permanent Senior level role is an opportunity to play a key part in the delivery and continuous improvement of Aberdeen’s reward framework
• You will combine reward expertise, advanced analytics and strong systems knowledge to provide meaningful insight across compensation, benefits, market benchmarking and regulatory reporting
• Working with large and complex datasets, you will influence reward decisions, support annual compensation activities and help strengthen governance and compliance
• This is an excellent opportunity to develop your expertise while making a visible impact across the organisation
• The Senior Reward Analyst plays a key role in the delivery, governance and continuous improvement of Aberdeen’s reward framework
• This role provides experienced analytical, technical and operational support across reward processes
• The role requires reward experience and confidence working with large, complex datasets and systems to produce clear strategic insight and recommendations for Reward Consultants and Managers, HR and business stakeholders
• Reward Analysis & Reporting:
• Lead and deliver detailed reward analysis across salary, bonus, benefits, market positioning, equal pay and pay transparency reporting requirements
• Produce high-quality reward dashboards, reports and insights for Reward Consultants and Managers, HRBPs and senior stakeholders using Power BI and Workday data
• Undertake data modelling, validation, reconciliation and quality assurance to support robust reward decisions and governance
• Contribute to regulatory reporting including gender and ethnicity pay gap reporting
• Reward Processes:
• Support the end-to-end delivery of annual compensation review cycles, including salary review, bonus modelling, configuration of Advanced Compensation module, testing, reporting and post-cycle analysis
• Maintain and enhance reward data in Workday, including compensation-related fields, job matching and reporting outputs, ensuring accuracy and compliance with internal governance
• Contribute to process improvement, automation and control enhancements across reward operations and compensation cycle delivery
• Market Insight:
• Co-ordinate participation in external reward surveys and benchmarking exercises, including Aon/McLagan data submissions and outputs
• Undertake job matching and cataloguing activity, applying internal career frameworks and external market frameworks consistently
• Analyse market trends, peer data and compensation insights to inform recommendations on pay positioning, ranges and reward policy application
• Operational & Stakeholder Support:
• Act as a knowledgeable point of contact for reward-related queries from Workday Help, HRBPs and business stakeholders, resolving issues where appropriate and escalating complex matters to Reward Consultants
• Work closely with HR, Finance, Payroll, Technology and external providers to support smooth reward process delivery, data integrity and system readiness
• Risk, Governance & Compliance:
• Operate within reward policies, frameworks, controls and regulatory requirements, applying strong judgement and maintaining robust audit trails
• Support equal pay reviews, pay transparency readiness, remuneration reporting and governance activity through accurate analysis, documentation and reporting
• Technical & Analytical:
• Strong Workday experience, ideally including experience with the Advanced Compensation module, compensation cycle support, configuration inputs, testing and reporting
• Advanced numerical, analytical and problem-solving skills, with the ability to interpret complex reward data and identify clear insights
• Strong PowerBI and Excel capability, including data modelling, lookups, pivots, validation and reconciliation
• High attention to detail and confidence working with sensitive data, controls and governance requirements
• Communication & Collaboration:
• Clear and confident written and verbal communication skills, with the ability to explain complex reward data in a practical, business-relevant way
• Able to present insight, risks and recommendations clearly to Reward Consultants and Managers, HRBPs and wider stakeholders
• Collaborative and credible, with the confidence to challenge data quality, assumptions and process gaps constructively
• Organisation & Problem Solving:
• Well-organised and able to manage multiple priorities, deadlines and data dependencies across annual reward activity
• Curious, proactive and improvement-focused, with the ability to identify opportunities to simplify, automate and strengthen reward processes
• Able to work independently within defined frameworks, escalating judgement-based or higher-risk matters appropriate

Benefits

• Salary sacrifice pension arrangement
• Private health insurance
• Life Assurance
• 40 days holiday if you work full time
• Dental insurance
• Health assessments
• Critical illness cover
• Will writing
• Power of attorney
• Financial Guidance and Advice
• Holiday buy
• Discounted gym memberships
• Cycle to work
• Interest free season ticket loan
• Electric car lease scheme
• Travel insurance
• Personal accident insurance
• Share Plans
• Give As You Earn (GAYE)
• Volunteering
• Long service awards
• Subscription to Interactive Investor
• Subscription to Finimize
• Employee Assistance Programme (EAP)
• Supportive parental leave policies , delivered regionally (e.g. 26 weeks paid leave in UK for primary and secondary caregivers)
• Employee discount site
• Discounted parking

Practical experience of Aon/McLagan job matching, market data frameworks and survey participation is strongly preferredGood understanding of reward principles, including pay structures, market benchmarking, job evaluation/job matching, incentives, benefits and annual compensation reviewsExperience in a reward, compensation, people analytics or HR systems role, ideally within financial services, asset management or a similarly complex businessExtensive experience using PowerBI and workdayExperience supporting compensation cycles, bonus management systems, Workday reporting and compensation tooling is preferredExposure to equal pay analysis, pay transparency reporting, regulatory remuneration reporting or related governance activity would be advantageous