Reward Business Partner in Leeds

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We are Eversheds Sutherland, a global law firm, with more than 5,000 people across over 30 countries.

We’re full-service with deep niche and sector experience.

Whatever challenge, wherever in the world, we’re equipped and ready to meet it.

We live our values, we’re purposeful and purpose-led.

So although the world is fast-moving and rapidly changing, we see it as a place where everyone can thrive.

We’re ambitious for our clients, our communities – and for you.

Whether you’re starting out on your career or well established, whether you’re a lawyer or in business services.

If you’re looking for what’s next, we are too.

What to expect

We’re looking for a Reward Business Partner to support the International Senior Reward Manager in delivering the international total reward strategy, ensuring it supports the Firm’s Global Strategy, drives high performance and reinforces our values.

This role combines reward business partnering with hands‑on operational delivery.

You'll play a key role in supporting the International Senior Reward Manager and coordinating the delivery of core reward processes and improvement initiatives across the Firm.

This includes contributing to the design and evolution of reward frameworks alongside hands‑on responsibility for implementation, governance and the delivery of annual cycles such as salary review and bonus processes.

Using data‑driven insights, you will inform decision‑making, provide clear advice to stakeholders and help ensure that change is effectively embedded across the Firm.

You’ll act as a trusted advisor to senior leaders, bringinga credible external perspective on market trends and translating these into practical, commercially grounded reward solutions.

• Role and key responsibilities
• Lead the delivery of core international reward cycles, including annual salary review and bonus processes, ensuring effective planning, governance and execution through the Reward Team.
• Support the management of international benefits programmes, working with internal and external stakeholders to coordinate renewals, maintain governance and support a positive employee experience.
• Support the development and evolution of reward frameworks, including salary structures, job architecture and incentive design, providing insight and recommendations to inform strategic direction.
• Provide reward and market analysis to inform salary structures, reward positioning, competitiveness and emerging trends, translating data into clear and actionable recommendations.
• Support in the delivery of reward projects and initiatives, ensuring effective planning, stakeholder engagement and adoption across the business.
• Partner with senior stakeholders to provide expert reward advice on complex issues, including senior hires and promotions.
• Develop and coordinate reward‑related communications, ensuring clarity and consistency with the Firm’s values and wider communications strategy.
• Champion fairness, equity and transparency, ensuring robust governance and compliance with regulatory requirements (including pay gap reporting and EU pay transparency legislation).
• Contribute to continuous improvement and innovation, identifying opportunities to modernise reward practices and enhance the employee value proposition.
• Support change management activity to ensure the successful rollout of new reward initiatives and enhancements.
• Work collaboratively with Reward and People colleagues to deliver a consistent reward service across the Firm.
• Support reward governance and risk management, ensuring consistency, accuracy and effective controls across all reward activities.

Skills and experience

We are looking for

• Significant experience in a reward role, with demonstrable exposure to compensation, salary benchmarking, reward analytics and annual reward cycles.
• Excellent understanding of total reward frameworks and market benchmarking.
• Demonstrable experience in project and change management and communication planning.
• Excellent stakeholder management and influencing skills, with the ability to build credibility with senior stakeholders and People colleagues.
• Extensive understanding of pay review and bonus processes, with a track record of managing these cycles end‑to‑end.
• Familiarity with reward systems and tools (e. g. benchmarking platforms, HRIS, Excel, Power BI, SAP).
• A good understanding of reward regulations and reporting requirements (including pay gap reporting).

What’s in it for you?

At Eversheds Sutherland, we provide benefits focused on looking after you: your development, your performance, your financial future and your health, as well as providing the opportunity to make a contribution to the world.

• We’re fair, transparent and equitable
• We share in the success of the firm, reward alignment to our values, going above and beyond and your individual performance
• We support flexible ways of working through our remote working policy and commitment to flexible, agile and hybrid ways of working
• We support your health and performance through our dental, healthcare and wellness support
• We support everything you are and all you bring through our powerful commitment to diversity and inclusion
• We provide a platform for your career, whatever your ambitions through our structured professional and personal training, mentoring and development programs
• We provide experience and opportunity through international and cross-function exposure
• We provide an opportunity to give back through our pro bono work and community engagement
• We help you plan ahead through retirement planning, insurance and assurance
• Diversity & Inclusion

At Eversheds Sutherland, “Inclusive” is a core business value.

We bring together different skillsets, global mindsets and approaches.

We foster diversity of thought and the freedom to put ideas into action.

We have an inherent respect for the individual.

We have a strong belief in collaboration and teamwork.

Sharing ideas, asking questions, solving challenges and meeting our clients’ goals: together.

We want all our people to thrive at work and reach their full potential and we work hard to continue to build a diverse and inclusive culture, monitor and report on our progress and impact, and develop our approach.

This is reflected in our policies, systems and processes, and in our work with diversity membership organisations.

Many of our people work flexibly in some way and we are open to considering how we can accommodate flexible working arrangements alongside role requirements.

If this is important to you, please talk to us about it during the recruitment process.

We want you to perform at your best during our recruitment process. If there is any adjustment or support you need, please contact us so we can discuss how we can best assist you.

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