Senior Reward Manager

Hemel Hempstead, Hybrid (3 days/ week in office) Annual salary + bonus and benefits.

We're looking for a Senior Reward Manager who is ready to step up to a ‘Head of’ level. You will be part of the People Operations leadership team and own our reward strategy and delivery – someone with deep expertise in pay, benefits and job architecture, but who also thinks beyond reward. You’ll see reward as part of a wider people system, connected to payroll, people services, finance and operations – and you’ll be motivated by building and evolving how it all works together. This means bringing technical credibility and commercial judgement, but also an operational mindset that turns ideas into delivery.

We're a business with a large frontline team on NMW/NLW, so understanding reward at scale – and what works in practice for frontline teams – is important. You’ll lead a small team of Reward Partners, report to the Director of People Operations, and work closely with Payroll, People Services, Finance and senior leaders across the business.

Why this role is different

This isn't a steady-state role. The foundations are in place, but there's real opportunity to modernise, simplify and better connect reward across a complex, fast-paced business. You'll have genuine influence in shaping how reward supports wider people and commercial priorities. We're a commercially focused business operating at scale – so pace and complexity come with the role, along with the opportunity to make a visible impact. This role sits within our People Operations leadership team. We're committed to developing our leaders, and individuals who demonstrate strong performance and ambition typically have opportunities to progress and broaden their impact over time.

What you’ll be doing

• Acting as a trusted adviser to senior leaders on pay, bonus, benefits and job architecture – shaping decisions, not just responding.
• Owning key reward cycles – including pay review, bonus and benefits – delivered on time, on budget and aligned to business priorities.
• Partnering with Finance on cost modelling, forecasting and budgeting to ensure reward decisions are commercially sound.
• Turning strategy into delivery through clear policies, practical processes and communications that land across the business.
• Using data and insight to inform decisions, identify opportunities and tell a clear story.
• Leading and developing your team to deliver consistently and at pace.
• Modernising reward through improved processes, systems (including Workday) and automation.
• Contributing to broader direction across reward and people operations.
• Acting as the reward SME for REMCO papers and keeping us ahead of regulatory changes and best practice.

Who we’re looking for

We're open to candidates at different stages – whether you’re a senior reward manager ready to step up into your first Head of role, or an established Head of Reward looking for a new challenge. What matters most is that you bring:

• Deep reward expertise, but with a broader perspective that goes beyond pure reward.
• Experience working with frontline, NMW/NLW populations in retail, hospitality, leisure or similar sectors – you understand what reward looks like at scale. This is a ‘must have’.
• You’re a systems thinker who connects reward with payroll, people services and finance.
• Strong commercial awareness – you balance cost with employee value and make decisions that stack up.
• Confidence influencing senior stakeholders and building credibility quickly.
• Operational strength – you manage detail and deliver consistently.
• Proven people leadership experience and a track record of developing others.
• A data-driven and curious approach, using insight to improve outcomes.
• Experience working in or alongside people operations, payroll, HR operations or HR partnering is a real plus.

What’s in it for you?

This is an opportunity to do more than lead reward. You'll play a key role in shaping how people operations works in a complex, evolving organisation – with the backing, investment and senior support to make things happen. We invest in our leaders and create space for people to grow – where that takes you depends on what you bring and where your ambitions lay.

What can we offer you?

• ‘Holiday Buy Scheme’.
• Annual bonus.
• Generous discounts on both Haven and Warner Hotels holiday for you, family and friends.
• Access to the Bourne Leisure corporate box at the O2 Arena, London.
• Exclusive discounts with corporate partners.
• Exciting career pathways, including Learning and Development opportunities such as Apprenticeships and Degrees.
• Enhanced family friendly policies and pay (eligibility criteria applied).

Diversity, equity, and inclusion

Diversity, equity, and inclusion are at the heart of who we are and what we do. Our commitment to these values is unwavering and they are central to our mission. We encourage applications from all backgrounds, communities and industries and we are happy to discuss any reasonable adjustments or flexibility that you may require, including whether a role can be part-time or a job-share.