HR Policy - Pay and Reward Officer

In the role, you will work to the Senior People Analyst within the HR Strategy & Policy team, to support the development and delivery of an integrated and strategic HR policy framework, with particular focus on pay and reward. Bringing your ideas and experience, you will positively influence the development of HMLR's strategic pay and reward policy.

Person Specification

• To be successful in this role you will be a full or part-qualified member willing to work towards completion of the qualification (Level 5) of the Chartered Institute of Personnel and Development (CIPD).
• You will have intermediate level Excel skills, be able to interpret data to create and present evidence-based insight and recommendations, using data to add value and highlight risks.
• You will have experience of influencing, developing and implementing pay awards and can analyse data to construct pay and reward options and recommendations.
• Through your knowledge and experience, you can develop and implement pay and reward strategies.
• Can provide advice and guidance on HR policy issues, including drafting policies, have a broad current knowledge of HR policy, employee relations and legislation, understanding and interpreting employment law issues.
• Able to identify, develop and deliver changes to HR policies, processes and employment terms and conditions in support of business objectives.
• Can consult, negotiate and implement HR policy and terms and conditions changes within a unionised environment.
• Have a track record of building and maintaining positive and effective relationships with stakeholders, at all levels.
• Can demonstrate influencing skills and the ability to write clear and effective business cases and policies.
• Ability to use a range of communication styles and approaches in different situations and to different audiences.

Where an individual taking up the responsibility will be based in Swansea Office, the ability to speak Welsh is desirable.

Qualifications

• Are you a full or part-qualified member willing to work towards completion of the qualification (Level 5) of the Chartered Institute of Personnel and Development (CIPD) or equivalent?

Behaviours

• Changing and Improving
• Communicating and Influencing
• Working Together
• Delivering at Pace

Technical Skills

• CIPD & Excel

This vacancy is using Success Profiles and will assess your Behaviours, Strengths, Experience and Technical skills.

To apply you will need to complete the technical qualification question:

• Full or part-qualified member willing to work towards completion of the qualification (Level 5) of the Chartered Institute of Personnel and Development (CIPD)
• Intermediate level Excel skills – Able to interpret data to create and present evidence-based insight and recommendations. Using data to add value and highlight risks.

Then please complete the CV to include your work history, qualifications and previous experience; we will test your CV against the essential experience.

The Personal Statement section (in no more than 750 words) should be used to demonstrate how you meet the following essential Experience criteria:

• Knowledge and experience of developing and implementing pay and reward strategies.
• Experience of influencing, developing and implementing pay awards.
• Experience of analysing data to construct pay and reward options and recommendations.

In case of a high volume of applications, we may complete a pre-sift on the below criteria:

• Knowledge and experience of developing and implementing pay and reward strategies.

Only those applications that pass the initial sift will be fully sifted.

Please review your application form before clicking ‘submit’ – once you have submitted, you will not be able to amend your application. Ensure your application form is received by the closing date for receipt of applications – this is 11:55pm on the advertised date.

The sift will take place shortly after the closing date. The final stage will consist of a blended interview, which will be conducted as a video interview using MS Teams. We expect interviews to take place during the week commencing the 21st July 2025.

The blended interview will assess the essential Experience and Behaviours listed in the ‘Person Specification’ as well as the strengths associated with the role. We want to hear your first, unrehearsed, natural response to strength questions, and we don’t advertise which strengths are being tested. The best way to prepare for strengths questions is to reflect on what you identify as your own personal strengths, and your preferred ways of working.

Candidates may refer to notes within their video interview, but they should be used as a prompt only.

HMLR is accredited to the Disability Confident Scheme, which denotes organisations which have a positive attitude towards disabled people. Disabled applicants who meet the minimum essential criteria at the shortlisting stage are guaranteed an invitation to interview.

If you require the panel to consider a reasonable adjustment or there is anything else you would like the panel to take into consideration, you are asked to notify us of this at application stage where possible or during the process as soon as it becomes a requirement.

Apply before 11:55 pm on Wednesday 9th July 2025.

Seniority Level: Mid-Senior level

Employment Type: Full-time

Job Function: Research, Administrative, and Information Technology

Industries: Government Administration