At a Glance
- Tasks: Shape compensation strategies for 17,000 colleagues and lead annual pay cycles.
- Company: Join KPMG UK’s dynamic Compensation team with a focus on inclusivity.
- Benefits: Inclusive environment, professional growth, and a commitment to employee well-being.
- Other info: Opportunity to work autonomously and drive continuous improvement in compensation processes.
- Why this job: Make a real impact on how we reward talent in a complex organisation.
- Qualifications: Experience in Compensation roles and strong analytical skills required.
The predicted salary is between 55000 - 65000 € per year.
Join KPMG UK’s Compensation team and help shape how we reward around 17,000 colleagues across the firm. Reporting to the Compensation Director, you’ll partner with senior stakeholders across the business and HR to deliver the UK compensation strategy, annual pay and bonus cycles, and transformation initiatives. You’ll bring strong analytics and market insight to shape the compensation agenda, influence decisions and challenge constructively, delivering fair, competitive and commercially sustainable pay outcomes that support performance, profitability and efficiency. Working within a complex environment, as part of a high performing, values‑led Reward team.
What you’ll bring
- Proven delivery: Experience in Compensation / Reward manager level roles within a complex organisation(s).
- Collaboration: Work in partnership with HRBPs, Reward / Compensation / Centres of Excellence and business leaders, embedding yourself in teams to co‑own outcomes and deliver at pace.
- Influence and challenge with data and insights: Use analytics and market intelligence to shape recommendations, challenge thinking constructively and drive evidence‑based decisions.
- Value‑focused: Prioritise work that improves business performance, profitability and efficiency, balancing competitiveness with cost and risk.
- Proactive and outcome‑focused: Anticipate needs, interpret what the data means (not just what it says) and provide clear, practical advice leaders can act on.
- Align strategy with execution: Translate business direction into practical plans, governance and delivery across annual cycles and change initiatives.
What you’ll do
- Partner with assigned client group(s) to provide end‑to‑end expert proactive compensation advice, including market trends, benchmarking, salary modelling, bonus schemes and pay gap analysis.
- Design, deliver and evolve compensation programmes and outputs such as supporting bonus and incentive arrangements in line with firm principles and market practice, focusing on value, consistency and measurable impact.
- Build a strong understanding of the commercial context and operating model of the areas you support, anticipating needs and proactively turning insight into clear recommendations and actions.
- Build trusted relationships with HR peers and senior stakeholders, influencing with data and insight and challenging constructively to deliver fair, consistent outcomes.
- Work closely with the business, HR peers, and wider people function co‑owning decisions to deliver compensation activities and projects end to end.
- Lead elements of the annual salary and bonus review cycle, including design input, project management, modelling and delivery in line with firm strategy, timelines and governance.
- Create and maintain compensation tools and provide insights that improve decision‑making and increase efficiency, working with our offshore team, automating processes where appropriate.
- Conduct market analysis, using survey data to support internal equity and external competitiveness.
- Support the Compensation Director in delivering strong governance and compliance across all compensation activity, ensuring documentation exists and policies are reviewed regularly and remains fit for purpose.
- Contribute to the ongoing development of the UK compensation strategy, principles and guidance, bringing insight from delivery, stakeholder feedback and external trends.
- Act as an escalation point and provide day‑to‑day direction / guidance / coaching to the Compensation Assistant Manager(s) aligned to your client group, and/or project workstream(s).
- Coach and develop, in the flow of work, the Compensation Assistant Managers, providing in the moment feedback and quality assurance to support consistency and governance.
- Deliver high quality ad hoc compensation projects as required, prioritising effectively and focusing on outcomes that improve performance, profitability and efficiency.
- Work proactively with a high degree of autonomy, applying sound judgement with a solution‑focused mindset, and escalating appropriately where needed.
Skills and competencies
- Experience managing a salary and bonus review cycle in a large, matrixed organisation.
- Proven experience in Compensation able to work through complex problems methodically.
- Works at pace, is a self‑starter, with the ability to maintain resilience and effectiveness during sustained periods of pressure, change or uncertainty.
- Can work proactively in ambiguity and a “just in time” environment, executing according to project plans with a high level of attention to detail.
- Proactively drives continuous improvement in tools, processes and all compensation activities.
- A team player who works collaboratively but also thrives working independently with the ability to plan and prioritise own workload effectively within a very busy, fast‑paced environment, across multiple demands.
- Takes responsibility for their actions and decisions.
- Has a can‑do attitude and positive mindset.
Benefits and inclusivity
We’re committed to creating an inclusive environment where all colleagues thrive and reach their full potential, whatever their identity or background. We’re a member of the Business Disability Forum so please get in touch if you’d like to discuss any adjustments that you might need in the application process – and if you are successful beyond this. We offer a Guaranteed Interview Scheme for all experienced professional opportunities.
Compensation Manager (12 month FTC) employer: KPMG Careers
KPMG UK is an exceptional employer, offering a dynamic and inclusive work environment where you can make a meaningful impact on the compensation strategies for 17,000 colleagues. With a strong focus on employee growth, collaboration, and data-driven decision-making, KPMG fosters a culture of continuous improvement and innovation, ensuring that every team member has the opportunity to thrive and contribute to the firm's success. Located in the heart of the UK, KPMG provides access to a wealth of resources and networking opportunities, making it an ideal place for professionals looking to advance their careers in a supportive and forward-thinking organisation.
StudySmarter Expert Advice🤫
We think this is how you could land Compensation Manager (12 month FTC)
✨Tip Number 1
Network like a pro! Reach out to current or former employees at KPMG UK on LinkedIn. Ask them about their experiences and any tips they might have for landing the Compensation Manager role. Personal connections can give you insights that no job description can.
✨Tip Number 2
Prepare for the interview by diving deep into KPMG's compensation strategies. Familiarise yourself with their recent initiatives and be ready to discuss how your experience aligns with their goals. Show them you’re not just another candidate, but someone who’s genuinely interested in their mission.
✨Tip Number 3
Practice your data storytelling skills! Since the role involves influencing decisions with analytics, be prepared to share examples of how you've used data to drive outcomes in previous roles. Make it relatable and impactful!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who take the initiative to engage directly with us. Good luck!
We think you need these skills to ace Compensation Manager (12 month FTC)
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter to highlight your experience in compensation and reward management. Use keywords from the job description to show that you understand what we're looking for.
Showcase Your Analytics Skills:Since data-driven decision-making is key for this role, include specific examples of how you've used analytics to influence compensation strategies in your previous roles. We want to see your ability to turn data into actionable insights!
Highlight Collaboration Experience:This role involves working closely with various stakeholders, so share instances where you've successfully collaborated with HR teams or business leaders. Show us how you can co-own outcomes and deliver results together.
Apply Through Our Website:We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, it’s super easy to do!
How to prepare for a job interview at KPMG Careers
✨Know Your Numbers
As a Compensation Manager, you'll need to demonstrate your analytical skills. Brush up on key metrics related to compensation and be ready to discuss how you've used data to influence decisions in the past. Prepare examples of how you've tackled complex problems with data-driven insights.
✨Build Relationships
Collaboration is key in this role. Think about how you can showcase your ability to build trusted relationships with HR peers and senior stakeholders. Prepare anecdotes that highlight your experience working in partnership with others to achieve common goals.
✨Stay Ahead of Trends
Familiarise yourself with current market trends in compensation and reward strategies. Be prepared to discuss how these trends could impact KPMG UK’s compensation strategy. Showing that you’re proactive and knowledgeable will set you apart from other candidates.
✨Demonstrate Proactivity
This role requires a proactive mindset. Think of examples where you've anticipated needs and provided clear, actionable recommendations. Highlight your ability to work independently while managing multiple demands effectively, especially in a fast-paced environment.
