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- Tasks: Shape and manage our reward strategy to attract and retain top talent.
- Company: Join a leading tech company in the global energy sector with a vibrant culture.
- Benefits: Competitive salary, comprehensive benefits, and opportunities for professional growth.
- Why this job: Make a real impact on employee satisfaction and drive a high-performing culture.
- Qualifications: Experience in developing total reward strategies and strong analytical skills.
- Other info: Collaborative environment focused on fairness, inclusion, and continuous improvement.
The predicted salary is between 36000 - 60000 £ per year.
We are a technology business operating in the global energy sector. ENSEK have become the go-to option for top energy suppliers across the globe. Our technology is a significant step change away from the legacy systems that have historically dominated the market. It’s also massively cheaper to adopt the ENSEK solution, with no loss in customer service or standards. But by far the biggest reason why ENSEK is the best choice in energy supplier software, is because of the people who work here and their endless enthusiasm, energy, and the way they support their colleagues. All our clients comment on what great people we have. Our people are our superpower.
As our Reward & Compensation Manager you will shape and manage our reward strategy, ensuring our approach to compensation, benefits and recognition is competitive, equitable and aligned with our culture and values. The role has both strategic and operational elements; you’ll lead on the design of reward frameworks and policies, delivering programs that help us attract, retain and motivate exceptional talent to build a high performing culture. You’ll be the internal go-to person for all things compensation, benefits and recognition, helping us create a total reward experience that truly supports our people and business goals.
Key Responsibilities- Develop and maintain a comprehensive total reward strategy that aligns with our business goals and values, supporting a high performance culture.
- Design and update reward frameworks, salary model, and policies that ensure fairness, clarity and market competitiveness.
- Partner with wider people organisation, leaders and finance to balance pay, budget and reward effectiveness.
- Manage and govern all reward-related policies, ensuring compliance with relevant legislation and best practice.
- Lead compensation reviews, including merit, bonus and incentive planning cycles.
- Benchmark compensation using market data and analytics; recommend adjustments to remain competitive.
- Oversee payroll execution and accuracy.
- Own the design and management of employee benefit programs, ensuring they meet needs and drive engagement.
- Partner with people experience and Finance to integrate wellbeing, recognition and total reward communication.
- Produce end of year summary for all benefits deemed as taxable.
- Prepare the annual gender gap report and work with the wider people team and leaders to identify areas for change.
- Design and embed recognition programs (in conjunction with people experience) that celebrate contributions and strengthen engagement across the business.
- Use data insights to inform reward decisions, monitor pay and measure effectiveness.
- Ensure data accuracy and compliance in all reward systems and processes.
- Leads a team to deliver objectives with accountability for outputs and outcomes.
- Provides regular feedback, coaching, and career development support.
- Balances day-to-day operational delivery with incremental improvements.
- Escalates challenges thoughtfully, with proposed solutions.
- Helps team stay focused and productive in periods of uncertainty.
- Deep subject matter knowledge within their domain.
- Designs workflows, processes, and team structures that drive efficiency.
- Competent in using reporting/analytics tools to track and communicate performance.
- Understands compliance, governance, and operational standards.
- Adapts systems and processes as business needs evolve.
- Extensive proven experience developing and delivering total reward strategies within a technology/software business.
- Strong understanding of job evaluation methodologies, pay structures and compensation benchmarking.
- Demonstrated experience running compensation review cycles and benefits reviews.
- Excellent analytical skills, comfortable interpreting data, building business cases and influencing decisions.
- Experience managing vendor relationships.
- Collaborative people first mindset, committed to fairness, inclusion and clarity in all aspects of reward.
Reward & Compensation Manager in Nottingham employer: ENSEK Ltd
Contact Detail:
ENSEK Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Reward & Compensation Manager in Nottingham
✨Tip Number 1
Network like a pro! Reach out to people in the energy sector, especially those at ENSEK. A friendly chat can open doors and give you insights that a job description just can't.
✨Tip Number 2
Prepare for interviews by understanding ENSEK's culture and values. Think about how your experience aligns with their mission and be ready to share specific examples of how you've driven reward strategies in the past.
✨Tip Number 3
Showcase your analytical skills! Be ready to discuss how you've used data to inform compensation decisions. Bring along any relevant case studies or examples to impress the hiring team.
✨Tip Number 4
Don't forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, it shows you're genuinely interested in being part of the ENSEK family.
We think you need these skills to ace Reward & Compensation Manager in Nottingham
Some tips for your application 🫡
Show Your Enthusiasm: When writing your application, let your passion for the role and our company shine through. We love seeing candidates who are genuinely excited about the opportunity to shape our reward strategy and contribute to our high-performing culture.
Tailor Your CV: Make sure your CV is tailored to highlight your experience in developing total reward strategies, especially within a tech or software environment. We want to see how your skills align with our needs, so don’t be shy about showcasing relevant achievements!
Be Clear and Concise: Keep your application clear and to the point. Use bullet points where possible to make it easy for us to see your key qualifications and experiences. Remember, we’re looking for clarity and market competitiveness in your application too!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, it shows us you’re keen on joining our team at ENSEK!
How to prepare for a job interview at ENSEK Ltd
✨Know Your Stuff
Make sure you brush up on your knowledge of reward strategies and compensation frameworks. Familiarise yourself with the latest trends in the technology sector, especially how they relate to employee benefits and recognition. This will show that you're not just interested in the role but also understand the industry.
✨Showcase Your Analytical Skills
Be prepared to discuss how you've used data to inform reward decisions in the past. Bring examples of how you've benchmarked compensation or run compensation review cycles. This will demonstrate your ability to use analytics tools effectively, which is crucial for this role.
✨Emphasise Collaboration
Since this role involves partnering with various teams, highlight your experience working collaboratively. Share specific examples of how you've worked with finance or HR teams to balance pay and budget while ensuring compliance. This will show that you can navigate complex relationships and drive results.
✨Align with Company Values
Understand ENSEK's culture and values, and be ready to discuss how your approach to reward and compensation aligns with them. Talk about your commitment to fairness, inclusion, and clarity in all aspects of reward. This will help you connect with the interviewers and show that you're a great fit for their team.
