Senior Reward Manager

Salary: Circa £90,000 depending on skills, knowledge and experience.

Band: 4

Position type: TfL Permanent

Hybrid working within this role enables a balance of 50 per cent of time split between the office and home over a 4-week period. Hybrid working arrangements can evolve subject to business requirements.

Job Purpose

Help shape Reward at the heart of one of the world’s most iconic and high-profile transport organisations. At TfL, our Colleague Strategy is focused on making TfL a great place to work for everyone. Our Reward Strategy supports this by making reward fair, transparent and attractive, while keeping it affordable. We are delivering significant change across reward, including pay management and our move towards greater pay transparency, a refreshed approach to performance pay, and stronger benefits and recognition shaped by colleague feedback. This Senior Reward Manager role is an opportunity to play a key part in shaping a compelling reward proposition for our colleagues.

Work in a truly diverse organisation with a unique public purpose. Help attract and retain the talent that keeps London moving and supports the Mayor’s wider transport vision for the city. Join a collaborative and supportive team that values expertise, shared success and inclusion. Further develop your experience in reward design, change leadership, stakeholder engagement and union relations in a uniquely complex environment. Benefit from hybrid working, with an expectation to be in the office 50% of the time. Access a strong reward package including competitive pay, annual performance award opportunity, DB final salary pension, discounted commuting and travel, private medical cover, 30 days’ annual leave, discounts, Cycle to Work, an Electric Vehicle Salary Sacrifice Scheme and much more.

Role Overview

You will be one of three senior reward subject matter experts reporting to the Head of Reward and Benefits. We are looking for a strong all-round Reward generalist who can provide expertise and support across all aspects of compensation, benefits and recognition. Knowledge and experience in pensions strategy and benefit design would also be an advantage. You will jointly lead a team of Reward Specialists and Reward Analysts.

What you’ll be doing

• Provide expert support in compensation, benefits and recognition to senior leaders, business partners in the Chief People Office, and stakeholders across the wider business, delivering both strategic and tactical solutions.
• Lead projects to develop and implement compensation, benefits and pension frameworks, including planning, development, stakeholder engagement and change delivery.
• Lead, develop and motivate a small team of Reward Specialists and Reward Analysts, supporting the delivery of compensation, benefits and recognition frameworks, including benchmarking and cyclical pay and performance activity.
• Lead Reward’s input into annual pay planning and provide innovative solutions to support collective bargaining processes.
• Ensure the reward proposition is non-discriminatory, legally compliant and aligned to Action on Inclusion, including progress towards pay transparency.
• Draft papers for the People & Remuneration Committee and support associated engagement and processes.
• Continuously improve compensation, recognition and benefits processes and frameworks to enhance colleague experience while maintaining sustainability and affordability.
• Manage procurement, day-to-day account management, and contractual and commercial relationships for third-party providers.

What you’ll bring

• A strong track record of leading reward work and delivering solutions aligned to business and people strategies within a large, complex organisation.
• The ability to build credibility quickly and work effectively with a wide range of stakeholders.
• Confidence working through complexity and ambiguity, with the determination to see change through.
• A collaborative style and a willingness to work closely with colleagues across Reward and the wider People function.
• Strategic thinking combined with strong operational capability in cyclical and day-to-day reward processes.
• A proactive approach to keeping up to date with developments in Reward and applying insight to shape future direction.

Skills, knowledge and experience

• Design, development and implementation of reward frameworks and programmes.
• Ability to influence effectively on reward-related matters at all levels of the organisation.
• Leadership skills aligned to TfL’s Leadership Strengths framework.
• Reward and remuneration analysis and research, including benchmarking.
• Commercial awareness and third-party or supplier management, including public sector procurement.
• Strong reward communication, written and presentation skills.
• Evaluation of reward effectiveness.
• Project management.

• Degree and CIPD qualification desirable.
• Strong understanding of the links between business strategy, colleague strategy and reward, and the implications for reward and recognition design and delivery.
• Deep understanding of reward and benefits frameworks and how to package them to attract, motivate and retain individuals and groups.
• Awareness of external developments and best practice in reward, benefits and recognition.
• Deep understanding of the legal, tax and employment regulations affecting reward.
• Expertise in reward technologies, including pay tools, Excel, benefits systems, reward hub and recognition systems.
• Strong understanding of procurement in a public sector organisation.
• Deep understanding of employee benefits, including voluntary schemes, tax-efficient salary sacrifice, benefits in kind and pensions.

• Experience of leading small teams, including Reward Specialists below senior manager level.
• Experience designing, developing and implementing reward and benefits solutions aligned to business and colleague strategies within a large, complex and unionised organisation.
• Experience across both strategic and practitioner reward and benefits roles within complex matrix organisations and highly unionised environments.
• Experience creating reward and benefits policies in a unionised workforce structure to mitigate equal pay issues and support the harmonisation of wider terms and conditions over time.
• Experience developing strategic reward and benefits interventions to improve performance, behaviours and culture.

Equality, diversity, and inclusion

We are committed to equality, diversity, and inclusion. We want to represent the city we serve, which will help us become a more innovative and efficient organisation. Our goal is to make our recruitment as inclusive as possible. We are a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria. We also use anonymising software that removes identifying information from CVs and cover letters to make the process fair.

Application Process

Please apply using your 2-page CV and a brief covering letter. Think carefully about the skills, knowledge and experience in the advert and cover this in your CV and covering letter. PDF format preferred and do not include any photographs or images. The closing date for applications is Sunday 12th July 2026 @ 23:59. 1st stage interviews will be held w/c 27th July 2026. All offers of employment are subject to satisfactory right‑to‑work checks. Candidates must be able to demonstrate their right to work in the UK. At the present time TfL is unable to offer visa sponsorship for this role.

Vetting Process

At Transport for London, safety, trust and fairness sit at the heart of how we recruit. Our Vetting Charter explains the checks we carry out before you join us, helping ensure we create a safe, inclusive and reliable network for everyone who depends on our services. We simply ask that the information you provide is honest and accurate so we can progress your application smoothly. If something doesn’t match or can’t be verified, we may not be able to move forward with your application but we’ll always treat you with transparency, respect and clear communication throughout.

In return for your commitment and expertise, you will enjoy excellent benefits and scope to grow. Rewards vary according to the business area but mostly include:

• Final salary pension scheme
• Free travel for you on the TfL network
• Reimbursement of 75% of the cost of a standard class Ticket for National Rail travel from home or 75% reimbursement on a 28-day flexi ticket
• 30 days annual leave plus public and bank holidays
• TfL is committed to work-life balance, operating a hybrid working approach where business and role requirements allow.
• Private healthcare discounted scheme (optional)
• Tax-efficient cycle-to-work programme
• Retail, health, leisure and travel offers
• Discounted Eurostar travel