Senior Reward Specialist - 12 month Fixed Term Contract in Haywards Heath

Senior Reward Specialist – 12‐month Fixed Term contract (Haywards Heath, West Sussex & Salford Quays, Manchester). Working closely with the Reward & Analytics Manager and reporting to the HR Director, this role leads the redesign and implementation of the company's end‐to‐end reward frameworks, ensuring they are commercially effective, competitive and compliant with regulatory expectations. Flexible hybrid working: primarily remote with occasional in‐person collaboration and meetings in London or other locations.

Key Responsibilities

• Reward Strategy & Governance: Working with the Reward & Analytics Manager, lead the re‐design and delivery of the reward strategy, ensuring it supports business performance, sustainable growth, colleague engagement and the organisation's operating model. Act as a subject matter expert for reward, advising on pay philosophy, pay governance, incentive design, share plans, benefits and recognition frameworks. Review existing reward and recognition policies to develop new frameworks, practices and governance arrangements, identifying any changes required while remaining aligned to the values, culture, risk appetite and strategic priorities of the organisation. Use HRIS (Workday), benchmarking, analytics and external market data to develop insight‐led reward recommendations. Support the development of revised reward governance processes, approval routes, delegated authorities and controls appropriate for the organisation. Work effectively with all internal stakeholders to ensure reward processes are robust, auditable and aligned to relevant internal and external requirements.
• Remuneration Committee, Stakeholder Management & Executive Reward: Prepare high‐quality papers and recommendations for the Remuneration Committee, Executive Committee and other relevant governance forums, for review and endorsement by the Reward & Analytics Manager, HR Director and Chief People Officer. Support the design and implementation of Executive and Senior Leadership reward frameworks, working alongside the Reward & Analytics Manager, HR Director, Chief People Officer and external advisers where appropriate. Contribute to the development of the Directors' Remuneration Policy and associated requirements. Act as a trusted adviser to senior leaders, providing clear, commercially balanced and evidence‐based reward guidance. Build effective relationships with internal stakeholders across HR, Finance, Tax, Legal, Risk, Compliance, Company Secretariat and Communications.
• Share Schemes and Incentive Plans: Working closely with Company Secretariat, Legal, Finance/Tax and external advisers to lead the design and implementation of compliant, well‐governed and effective future company share schemes and any potential long‐term incentive arrangements. Develop clear scheme documentation, implementation plans, governance materials and colleague communications in partnership with relevant stakeholders.
• General Reward Activities: Working with the Reward Manager support the annual pay review, bonus and incentive processes where required, ensuring alignment to reward principles, governance standards and business priorities. Work within and demonstrate a strong understanding of employment law, pay governance, pension considerations and reward‐related regulatory expectations. Contribute to the development of reporting processes and control evidence required. Identify risks, dependencies and implementation considerations, escalating issues and recommending practical mitigations. Comply with the requirements, and act in accordance with the Group Code of Conduct and Fitness and Propriety Policies at all times. Ensure compliance with Company Policies, Values and guidelines and other relevant standards/ regulations at all times.

Core Skills

• Strategic Reward Expertise: Strong strategic reward capability with the ability to translate business priorities into practical reward frameworks.
• Data Analysis & Insights: Strong analytical skills and confidence working with reward, market and people data.
• Stakeholder Engagement & Influence: Excellent stakeholder management, influencing and relationship‐building skills.
• Project & Programme Management: Strong project management skills, with the ability to manage multiple workstreams, dependencies and deadlines. Able to work independently and proactively while collaborating effectively across functions.
• Market & Regulatory Interpretation: Ability to interpret external market practice and regulatory expectations and apply them proportionately to the organisation.
• Attention to Detail & Governance: High attention to detail, strong judgement and the ability to produce accurate, controlled and auditable work.

Experience & Knowledge

• Significant experience in reward design, pay structures, incentive plans, benefits and recognition frameworks, including executive reward, remuneration governance, share plans, bonus arrangements and long‐term incentive structures.
• Experience preparing papers and recommendations for senior governance forums, such as Executive Committee, Remuneration Committee or Board‐level committees.
• Strong understanding of employment legislation, pay governance, pension considerations and reward‐related regulatory requirements.
• Experience using HRIS, in particular Workday, as well as analytics platforms such as PowerBI, Tableau or similar.
• Experience working with external advisers, benchmarking providers and senior internal stakeholders.
• Previous experience in financial services, insurance or another regulated environment is desirable, including knowledge of FCA requirements (including individual responsibilities in relation to Consumer Duty).

Qualifications

• CIPD Level 7, postgraduate‐level qualification, relevant reward qualification or commensurate experience.
• Evidence of continuing professional development in reward, executive compensation, governance, employee benefits or related disciplines.

Behaviours

• Credible and confident influencing stakeholders at Board, Executive and senior leadership level.
• Commercially astute, with strong judgement, discretion and risk awareness.
• Strategic thinker with the ability to move confidently between big‐picture design and operational delivery.
• Curious, outcome‐focused and comfortable challenging thinking with evidence.
• Collaborative and pragmatic, with the ability to build alignment across complex stakeholder groups.
• Resilient and comfortable working in a fast‐paced environment with ambiguity, changing priorities and high levels of scrutiny.
• Demonstrates integrity, confidentiality and professionalism when handling sensitive reward and colleague information.