Head of Reward and Shared Services

Help shape the future of work at the GLA. At the Greater London Authority (GLA), our People Team is on an exciting journey. We’re evolving into a strategic partner that champions a thriving, inclusive, and high-performing workplace for all Londoners. Our mission is to empower our people and leaders to grow, innovate, and deliver exceptional outcomes for the communities we serve. We’re not just about policies and processes — we’re about people. From recruitment to performance, we’re embedding our values into everything we do and playing a key role in shaping the GLA’s culture.

About the role

As Head of Reward and Shared Services, you’ll lead the design and delivery of our reward strategy, benefits offer, HR systems, and shared services. You’ll ensure our policies are modern, fair, and data-driven, while driving innovation in how we deliver HR services. You’ll also play a key role in shaping our people strategy and culture, helping to make the GLA a great place to work.

What your day will look like:

• You’ll work closely with the People leadership team to champion excellent people management and lead the development of a fair, transparent reward strategy.
• You’ll oversee pay and grading, employee benefits, and recognition programmes, ensuring they align with our values and workforce needs.
• You’ll manage shared services, including payroll and workforce data, and lead the optimisation of HR systems like SuccessFactors.
• You’ll use workforce analytics to inform decisions, collaborate with internal and external partners, and ensure our services are efficient, compliant, and impactful.

What we’re looking for

You’ll be a CIPD member (or equivalent) with significant experience in a senior reward role in a complex organisation. You’ll have strong stakeholder management skills, particularly at senior levels, and a high level of numeracy with the ability to analyse and present data effectively. You’ll bring strategic insight, operational excellence, and a passion for creating inclusive, forward-thinking people practices.

Behaviour Competencies

• Building and managing relationships - Level 4 indicators of effective performance: developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
• Communicating and influencing - Level 3 indicators of effective performance: presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.
• Strategic thinking - Level 3 indicators of effective performance: using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.
• Managing and developing performance - Level 3 indicators of effective performance: setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.
• Decision making - Level 3 indicators of effective performance: forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.
• Organisational awareness - Level 4 indicators of effective performance: understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.
• Responding to pressure and change - Level 3 indicators of effective performance: being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.
• Responsible Use of Resources - Level 3 indicators of effective performance: taking personal responsibility for using and managing resources effectively, efficiently and sustainably.

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA Competency Framework.

How to apply

If you would like to apply for the role you will need to submit the following:

• Up to date CV
• Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘CV and Cover Letters’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement. Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g., “CV – applicant name - ).

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination. We may close this advert early if we receive a high volume of suitable applications.

Questions about the role

If you wish to talk to someone about the role, the hiring manager Justine Kenny would be happy to speak to you. Please contact them at.

If you have any questions about the recruitment process, contact the who support the GLA with recruitment.

Is this role eligible for sponsorship?

This role is currently not open for sponsorship for external candidates. It may meet the criteria for sponsorship for some internal candidates, in some circumstances. Please contact the hiring manager if you wish to discuss this further.

Assessment process

Once you have submitted an application, your details will be reviewed by a panel. If shortlisted, you’ll be invited to an interview. The interview date is 12th December 2025.

Equality, diversity and inclusion

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London’s diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability. We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.

As a Level 2 Disability Confident Employer we are committed to becoming a more inclusive and accessible organisation and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy and welcome and encourage applications from disabled applicants. For candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.

Additional Information

Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the excessive use of AI software, they understand that this would disqualify them from consideration. Successful candidates must undergo a criminal record (DBS).

More Support

If you have a disability which makes submitting an online application form difficult, please contact.