Senior Reward Specialist - 12 month Fixed Term Contract in Manchester

At 1st Central, everything starts with our people. As one of the UK’s leading motor and home insurers, we use smart technology, data and great service to make insurance fast, fair and simple for over 1.4 million customers. We’re proud to create an environment where people feel supported, trusted and able to grow - whether that’s developing new skills, taking on fresh challenges or making a real impact every day. If you’re looking for a role where you can make a difference, we’d love to hear from you.

Exciting opportunity has arisen for a Senior Reward Specialist to join us on a 12‑month Fixed Term contract, playing a key role in shaping our future reward strategy. Working in close partnership with the Reward & Analytics Manager, you’ll lead a high‑impact programme to redesign and implement our end‑to‑end reward frameworks. This includes reward structures, share plans, incentive schemes and remuneration governance, ensuring they are commercially effective, competitive and aligned to both business strategy and regulatory expectations. This is a highly visible role with real influence. You’ll work closely with senior stakeholders across the business, helping to shape reward decisions that support performance, engagement and long‑term growth. Reporting to the HR Director, with a dotted line into the Reward & Analytics Manager, you’ll ensure that existing processes, systems and controls are effectively considered, while driving forward meaningful and lasting change.

We’re big on flexible hybrid working. Our teams are based across Haywards Heath (West Sussex) and Salford Quays (Manchester). We primarily work from home, with flexibility around how often you come into the office, while still valuing regular in‑person collaboration to keep ideas flowing. From time to time, you may also be asked to attend meetings in London or other locations, giving you the opportunity to connect with colleagues and stakeholders across the business.

Core skills you’ll need:

• Strategic Reward Expertise: Strength 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: Ability to manage multiple workstreams, dependencies and deadlines; work independently and proactively while collaborating 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 ability to produce accurate, controlled and auditable work.

What’s involved:

• Reward Strategy & Governance: 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 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 changes required while staying aligned to values, culture, risk appetite and strategic priorities. Use 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 governance forums, reviewed and endorsed 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 trusted adviser to senior leaders, providing clear, commercially balanced and evidence‑based reward guidance. Build relationships with internal stakeholders across HR, Finance, Tax, Legal, Risk, Compliance, Company Secretariat and Communications.
• Share Schemes and Incentive Plans: Lead the design and implementation of compliant, well‑governed and effective future company share schemes and any potential long‑term incentive arrangements with Company Secretariat, Legal, Finance/Tax and external advisers. Develop clear scheme documentation, implementation plans, governance materials and colleague communications in partnership with relevant stakeholders.
• General Reward Activities: Support annual pay review, bonus and incentive processes, ensuring alignment to reward principles, governance standards and business priorities. Demonstrate strong understanding of employment law, pay governance, pension considerations and reward‑related regulatory expectations. Contribute to development of reporting processes and control evidence required. Identify risks, dependencies and implementation considerations, escalating issues and recommending practical mitigations. Comply 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.

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 Workday and analytics platforms such as Power BI, Tableau or similar.
• Experience working with external advisers, benchmarking providers and senior internal stakeholders.
• Previous experience in financial services, insurance or another regulated environment desirable, including knowledge of FCA requirements (including individual responsibilities in relation to Consumer Duty).

Skills:

• Strong strategic reward capability with the ability to translate business priorities into practical reward frameworks.
• Excellent written communication skills, with the ability to produce clear, concise and well‑evidenced papers for senior audiences.
• Strong analytical skills and confidence working with reward, market and people data.
• Excellent stakeholder management, influencing and relationship‑building skills.
• Strong project management skills, with the ability to manage multiple workstreams, dependencies and deadlines.
• Ability to interpret external market practice and regulatory expectations and apply them proportionately to the organisation.
• High attention to detail, strong judgement and ability to produce accurate, controlled and auditable work.
• Ability to work independently and proactively while collaborating effectively across functions.

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 ability to move confidently between big‑picture design and operational delivery.
• Curious, outcome‑focused and comfortable challenging thinking with evidence.
• Collaborative and pragmatic, with 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.