At a Glance
- Tasks: Lead the reward strategy and enhance people operations for a £40m investment in talent.
- Company: AIM-listed business focused on innovative people functions and growth.
- Benefits: Opportunity to influence executive decisions and gain exposure to leadership roles.
- Other info: Pathway to HR Director-level leadership with a focus on strategic initiatives.
- Why this job: Shape the future of reward and make a real impact on organisational effectiveness.
- Qualifications: Expertise in reward strategy, governance, and experience with senior stakeholders.
The predicted salary is between 70000 - 90000 £ per year.
Most Head of Reward roles offer depth. This one offers depth and breadth. Our client is building a People function designed to support the next phase of their growth. As an AIM-listed business, they invest around £40m annually in their people and are looking for a Reward expert who can help ensure that investment delivers the greatest possible impact.
Our client isn’t looking for a generalist HR leader who happens to know a bit about reward. They’re looking for someone with genuine reward expertise: the kind of person who can shape reward strategy, challenge senior stakeholders, bring market insight, and help build the frameworks, governance and capability that currently sit outside the organisation. In return, you’ll gain exposure to the broader leadership of a People function, working closely with the Group HR Director on organisational effectiveness, workforce planning, people operations, technology and strategic people initiatives. For the right person, this role offers a credible pathway towards future HR Director-level leadership. But the foundation is Reward. That’s what will make you successful here.
The role:
- You’ll be the organisation’s reward lead, responsible for shaping how the client invests in, rewards and retains talent across the Group.
- You’ll lead their reward agenda, including pay, incentives, benefits and pensions, whilst acting as a trusted adviser on executive reward, share-based reward arrangements and long-term incentive plans.
- Alongside reward, you’ll provide strategic oversight of the People Operations function, helping the business improve service delivery, simplify processes, make better use of technology and become more data-driven in the way we make people decisions.
- Working closely with the Group HR Director, you’ll also contribute to workforce planning, organisational design and wider People strategy.
Who the client is seeking:
- You’ll be an established Reward professional with experience of:
- Reward strategy and governance
- Annual pay and bonus processes
- Job architecture, benchmarking and pay levelling
- Incentive and commission design
- Benefits and pension governance
- Reward analytics and commercial decision-making
You’ll be someone who enjoys solving complex business problems, can influence senior stakeholders, and wants to broaden their impact beyond reward without losing the specialist expertise that makes you valuable. Experience of listed businesses, executive remuneration, share schemes or Remuneration Committee activity would be advantageous.
Why join apply? This is an opportunity to:
- Own and shape the reward agenda for a £40m people investment
- Bring specialist expertise into a business that genuinely values it
- Influence Executive, Board and Remuneration Committee decisions
- Work directly with a Group HR Director and Executive team
- Gain broader exposure to operations, insight, technology and organisational effectiveness
- Build a credible pathway towards future HR Director-level leadership
StudySmarter Expert Advice🤫
We think this is how you could land Head of Reward & People Operations
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Instant Impact!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Instant Impact.
We think you need these skills to ace Head of Reward & People Operations
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Instant Impact. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Instant Impact and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Instant Impact. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Instant Impact's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Instant Impact
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Instant Impact.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Instant Impact will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Instant Impact and how you would contribute to adapting HR strategies.
