At a Glance
- Tasks: Shape compensation strategies for 17,000 colleagues and drive impactful pay outcomes.
- Company: Join KPMG UK’s dynamic Compensation team with a focus on collaboration and innovation.
- Benefits: Inclusive environment, competitive salary, and opportunities for professional growth.
- Other info: Work autonomously in a fast-paced environment with excellent career development opportunities.
- Why this job: Make a real difference in how we reward talent and influence key business decisions.
- Qualifications: Experience in compensation roles and strong analytical skills required.
The predicted salary is between 60000 - 75000 € 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 & Benefits / Reward manager level roles within a complex, matrixed organisation(s).
- Experience using market benchmarking tools and working with HRIS data (for example Mercer, WTW or equivalent).
- Strong commercial acumen and a governance‑minded approach, with awareness of UK pay and reporting considerations (e.g. equal pay, pay transparency and pay gap reporting).
- Strong stakeholder management and relationship building skills, with the ability to influence credibly at senior levels.
- In‑depth knowledge and understanding of salary surveys and compensation theory and practice.
- Excellent communication, influencing and presentation skills, able to translate complex analysis into clear messages for different audiences.
- Advanced Excel skills, including building robust cost and scenario modelling tools.
- Strong logical, analytical thinking, and peer‑to‑peer problem‑solving; 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) in Manchester employer: KPMG Careers
KPMG UK is an exceptional employer, offering a dynamic work culture that prioritises collaboration and inclusivity. As a Compensation Manager, you will have the opportunity to influence strategic decisions while working alongside a high-performing team dedicated to employee growth and development. With a commitment to fair and competitive compensation practices, KPMG fosters an environment where your insights and contributions are valued, ensuring a rewarding experience in a complex and supportive setting.
StudySmarter Expert Advice🤫
We think this is how you could land Compensation Manager (12 month FTC) in Manchester
✨Tip Number 1
Network like a pro! Get out there and connect with people in the industry. Attend events, join online forums, and don’t be shy to reach out on LinkedIn. You never know who might have the inside scoop on job openings or can put in a good word for you.
✨Tip Number 2
Prepare for interviews by researching the company and its compensation strategies. Understand their values and how they reward employees. This will help you tailor your responses and show that you’re genuinely interested in contributing to their goals.
✨Tip Number 3
Practice your pitch! Be ready to explain how your experience aligns with the role of Compensation Manager. Highlight your analytical skills and ability to influence decisions with data. The more confident you are, the better your chances of landing the job.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen. Plus, we love seeing candidates who take the initiative to engage directly with us. So, go ahead and submit your application today!
We think you need these skills to ace Compensation Manager (12 month FTC) in Manchester
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, be sure to include examples of how you've used analytics to influence compensation strategies in your previous roles. We love seeing how you can turn numbers into actionable insights!
Highlight Collaboration Experience:This role involves working closely with various stakeholders, so share specific instances where you've successfully collaborated with HR teams or business leaders. Show us how you can build trusted relationships and co-own outcomes.
Apply Through Our Website:We encourage you to submit your application through our website. It’s the best way for us to keep track of your application and ensure it gets the attention it deserves. Plus, it’s super easy!
How to prepare for a job interview at KPMG Careers
✨Know Your Numbers
As a Compensation Manager, you'll need to be comfortable with data and analytics. Brush up on your knowledge of market trends, salary modelling, and benchmarking tools like Mercer or WTW. Be ready to discuss how you've used data to influence decisions in previous roles.
✨Build Relationships
Collaboration is key in this role. Think about examples where you've successfully partnered with HRBPs or senior stakeholders. Prepare to share how you’ve built trust and influenced outcomes through strong relationships, as this will be crucial for success at KPMG.
✨Showcase Your Problem-Solving Skills
Expect to face complex scenarios during the interview. Be prepared to walk through your thought process when tackling challenges in compensation strategies. Highlight your logical and analytical thinking skills, and how you've navigated ambiguity in past projects.
✨Align Strategy with Execution
KPMG values practical execution of strategy. Think about how you've translated business goals into actionable plans in your previous roles. Be ready to discuss specific initiatives you've led that improved performance and efficiency, showcasing your proactive approach.
