At a Glance
- Tasks: Shape workplace culture and design reward strategies that attract top talent.
- Company: Join a dynamic team at GCA, committed to empowering people.
- Benefits: Competitive salary, generous pension, remote work options, and flexi-time.
- Other info: Collaborative environment with opportunities for professional growth.
- Why this job: Make a real impact on employee satisfaction and retention strategies.
- Qualifications: Experience in pay and reward frameworks, strong analytical skills required.
The predicted salary is between 48027 - 54751 £ per year.
Band: 4
Salary: £48,027 - £54,751
Available Locations: Liverpool. The following locations are restricted to contracted GCA staff already based in one of these offices: London, Bristol, Manchester or York. External applicants are not eligible for these sites.
Contract Type: Permanent
Hours: Full Time
Closing Date: 27-09-26
Interview Date(s): 12/13th October, Please note these interviews will be in person in the Liverpool office (subject to change).
Insight into GCA - Webinar: Watch our Webinar on the above link and gain valuable insight into GCA and our recruitment processes.
Are you passionate about shaping a workplace culture that empowers people to do their best work? As a Pay & Reward HR Business Partner, you’ll be at the heart of the GCA’s mission, crafting the strategies that attract and retain the talent delivering value to the nation. This isn't just about policy—it’s about designing a reward landscape that motivates our workforce and helps solve the complex puzzle of modern talent retention. Ready to make a real impact on our People Strategy?
Job Summary: Centred on our total reward and policy frameworks, this position plays a key role in designing, delivering, and continuously refining GCA's pay and reward strategy. You will deliver best-practice, fit-for-purpose solutions that help make GCA an outstanding workplace, including leading the pay award modelling for delegated grades.
To support complex, high-profile deliverables, you will collaborate closely with key stakeholders across Corporate Services, Senior Leadership teams, and Trade Unions.
Key Accountabilities
- Pay Award Modelling & Reward Strategy: Lead on designing pay award modelling scenarios, formulating options for consultation, and overseeing final implementation following central pay remit guidance. Assist the Head of HR Strategy, Reward and Policy in designing reward and benefit strategies that align with organizational goals, culture, and core values. Drive the GDaT pay framework by managing annual evaluation processes and aligning reward structures with industry best practice and compensation trends.
- High-Performance Culture: Manage the In-Year Reward Scheme, generating quarterly dashboards and auditing nominations to ensure fair, consistent, and inclusive application. Ensure the Performance Management framework actively supports the broader reward strategy.
- Financial Analysis & Policy Review: Conduct in-depth data analysis and financial modelling for policy proposals, executive briefings, and submissions to support evidence-led decision-making. Review and simplify pay frameworks and policies, assessing affordability, equality impacts, and alignment with central pay controls.
- Stakeholder & Trade Union Collaboration: Build collaborative relationships across Corporate Services, Senior Leadership teams, central government entities, and Trade Unions. Provide key secretariat support for internal trade union meetings and input into trade union relations to enable positive policy and reward changes. Lead key HR reward projects and cross-functional initiatives end-to-end.
Essential Criteria (to be assessed at application stage):
- Pay & Reward Expertise: Deep knowledge of pay, reward, and benefits frameworks and their role in driving an inclusive employment experience.
- Analytical & Financial Capability: Robust analytical skills to interpret complex data sets, perform precise financial modelling, and generate actionable strategic insights.
- Policy & Legislative Knowledge: Up-to-date knowledge of HR best practice, central pay controls, and employment legislation, with proven experience developing HR policies.
- Project & Portfolio Leadership: Proven track record of managing projects end-to-end, prioritising competing tasks under pressure, and delivering results to tight deadlines.
- Stakeholder Engagement & Communication: Strong verbal and written communication skills, with the ability to create a range of content for different stakeholder groups, demonstrating a clear and concise delivery style. Ability to produce clear, high quality written outputs, including briefings and policy documents for senior audiences.
Success Profiles (to be assessed at interview):
- Experience
- Behaviours
- Communicating & Influencing - lead success profile at interview
- Making Effective Decisions
- Managing a Quality Service
- Seeing the Big Picture
Valuing our people:
- Competitive salary
- Generous pension scheme
- A discretionary non-contractual performance related bonus
- Working remotely in addition to working in advertised office location
- Flexi time scheme (available for B1-B6)
- Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays
Want to make a difference? Find out more about the rewarding work that we do in our candidate pack. The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy.
We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact recruitment@gca.gov.uk.
Working flexibly, delivering outcomes: GCA operates a smarter working model that balances flexibility with collaboration. Successful candidates are expected to spend at least 26 days per quarter (approximately 2 days per week, pro-rata) at their contracted office, another GCA site, or off-site for meetings. For the remainder of the time, you may work from home or another suitable location that meets business needs.
Artificial Intelligence: Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.
Selection Process: A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact recruitment@gca.gov.uk. Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family. Please note the lead success profile for this role will be Communicating and Influencing.
Working for the Civil Service: The Civil Service Code sets out the standards of behaviour expected of civil servants. Complaints Procedure: Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles details of which can be found at Civil Service Commission. If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitment@crowncommercial.gov.uk in the first instance. If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at info@csc.gov.uk. Internal candidates should apply using their Workday account. Please use the careers hub for your application.
Pay & Reward HR Business Partner in Liverpool employer: Crown Commercial Service
Crown Commercial Service is an excellent employer, offering a dynamic remote work environment that fosters collaboration and innovation within the Data and Insights team. Employees benefit from a strong emphasis on professional development, with opportunities to enhance their skills in data modelling and stakeholder engagement, all while contributing to impactful commercial decisions. The supportive work culture prioritises data quality and governance, making it a rewarding place for those passionate about data-driven insights.
StudySmarter Expert Advice🤫
We think this is how you could land Pay & Reward HR Business Partner in Liverpool
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Crown Commercial Service!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Crown Commercial Service.
We think you need these skills to ace Pay & Reward HR Business Partner in Liverpool
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Crown Commercial Service. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Crown Commercial Service and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Crown Commercial Service. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Crown Commercial Service's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Crown Commercial Service
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Crown Commercial Service.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Crown Commercial Service will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Crown Commercial Service and how you would contribute to adapting HR strategies.
