At a Glance
- Tasks: Lead the transformation of our reward strategy and drive impactful outcomes.
- Company: Join a forward-thinking organisation redefining reward strategies for the future workforce.
- Benefits: Hybrid work model, competitive salary, and opportunities for professional growth.
- Other info: Collaborative environment with a focus on high-quality outcomes and stakeholder engagement.
- Why this job: Be at the forefront of a major reward transformation project that shapes employee experience.
- Qualifications: Experience in reward strategy or HR transformation with strong communication skills.
The predicted salary is between 70000 - 90000 £ per year.
Join us as a Reward Strategy Lead.
In this pivotal role, you’ll act as deputy to the Head of Reward Strategy for Project Ascent, supporting the execution of a Group‑wide reward transformation programme. Project Ascent is redefining our reward strategy, so it is clearer, more competitive, more transparent and better aligned to performance, colleague experience and the future workforce. You’ll bring strong strategic judgement, delivery discipline and stakeholder management to turn ambition into high‑quality, practical outcomes.
You’ll work across multiple Ascent features, helping to connect design, governance, communications, implementation and business readiness. This includes driving delivery across workstreams focused on performance and pay differentiation, market‑competitive reward, critical skills and recruitment experimentation, reward proposition communications and future‑state pay review tooling. You’ll be trusted to create clarity from complexity, build alignment across senior stakeholders and keep delivery focused on the outcomes that matter most.
You’ll Be:
- Acting as a senior deputy on Project Ascent, translating strategic direction into a clear, prioritised delivery plan across features, milestones, governance forums and stakeholder groups.
- Preparing clear, executive‑ready papers, updates and recommendations for senior leaders, People forums, ExCo, RemCo and programme governance.
- Connecting insights from leaders, colleagues, market benchmarking, external advisers and delivery teams, shaping evidence‑based reward proposals.
- Driving programme delivery and momentum by managing dependencies, risks, issues, decisions and trade‑offs across a complex portfolio.
- Partnering across Reward, HR business partners, Talent Acquisition, Communications, Finance, Legal, Regulatory and external advisers to deliver integrated solutions.
- Making sure change lands effectively by developing clear narratives, communications and business‑ready materials that support understanding and adoption of the new reward proposition.
- Coaching and enabling contributors to raise delivery standards, foster collaboration and support high‑quality outcomes delivered to time.
This role will be offered as hybrid with a minimum of 2 days a week in the office.
The skills you’ll need:
We’re looking for a high‑calibre reward, transformation or strategic HR professional who can operate as a trusted deputy on a complex, high‑profile programme. Ideally, you’ll bring deep expertise in reward principles and the confidence to apply them in a regulated, commercially complex organisation. Just as importantly, you’ll be able to move seamlessly between strategy and execution: shaping the narrative, challenging thinking, managing the detail and maintaining alignment across senior stakeholders. You’ll be highly credible with senior leaders, comfortable working with ambiguity and able to bring structure, pace and sound judgement to complex issues. You’ll use data, insight and external market intelligence to inform decisions, while recognising the importance of fairness, transparency, regulatory expectations and colleague experience in reward design and delivery.
You’ll Also Demonstrate:
- Strong reward, strategic HR, transformation or consultancy experience, ideally gained in a large, complex and regulated organisation.
- Proven ability to lead complex workstreams and deliver through others, managing competing priorities and achieving high‑quality outcomes.
- Excellent communication skills, translating complex reward and people topics into clear, compelling, senior‑level narratives.
- Strong influencing, judgement and relationship‑building capability, with the confidence to challenge constructively and align diverse stakeholders.
Reward Strategy Lead employer: NatWest Group
As a Reward Strategy Lead, you will thrive in a dynamic and inclusive work environment that prioritises employee growth and collaboration. Our commitment to redefining reward strategies through Project Ascent not only enhances competitive advantage but also fosters a culture of transparency and performance alignment. With hybrid working options and opportunities to engage with senior leaders across various functions, you will be empowered to make impactful contributions while developing your career in a supportive and innovative setting.
StudySmarter Expert Advice🤫
We think this is how you could land Reward Strategy Lead
✨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 NatWest Group!
✨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 NatWest Group.
We think you need these skills to ace Reward Strategy Lead
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 NatWest Group. 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 NatWest Group 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 NatWest Group. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to NatWest Group'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 NatWest Group
✨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 NatWest Group.
✨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 NatWest Group 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 NatWest Group and how you would contribute to adapting HR strategies.
