At a Glance
- Tasks: Support the development of reward strategies and enhance colleague recognition initiatives.
- Company: Join one of the UK's largest social enterprises dedicated to lifelong learning.
- Benefits: 28 days annual leave, pension contributions, retail discounts, and a Cycle to Work scheme.
- Other info: Hybrid working model with opportunities for professional growth and development.
- Why this job: Make a real impact on employee satisfaction and retention in a dynamic environment.
- Qualifications: Experience in reward or benefits, strong analytical skills, and excellent communication abilities.
The predicted salary is between 51648 - 63126 £ per year.
Job description
Are you an experienced Reward professional looking to make a real impact?
We are looking for a Reward Business Partner to join our People Team and support the development and delivery of our reward, benefits and recognition offering, helping to attract, motivate and retain talented colleagues across the LTE Group.
Reporting to the Head of People, you'll play a key role in supporting our reward strategy, working on key projects and partnering with stakeholders across one of the UK's largest education and skills groups.
This is a fixed-term opportunity to cover maternity leave until December 2027, working full-time (37 hours per week), with hybrid working, two days per week based on site at our Openshaw campus in Manchester.
The Opportunity
You will work closely with the Head of People and colleagues across the HR team to ensure our reward approach is fair, competitive and aligned to our organisational goals.
This is a varied role where you'll use data and insight to support decision-making, support key initiatives and help shape the colleague experience across the Group.
Key Responsibilities
- Support the annual pay review process, including salary modelling and implementation.
- Manage and continuously improve the Group's benefits offering.
- Lead job evaluation activity using the Korn Ferry Hay methodology.
- Analyse reward data, identify trends and make recommendations.
- Support reward, benefits and recognition projects.
- Develop and enhance colleague recognition initiatives.
- Produce reward reports and insights for key stakeholders.
- Build strong relationships with HR colleagues, managers, senior leaders, Trade Union representatives and external partners.
- Analyse the costs of reward and benefits initiatives to support effective investment decisions.
- Support compliance with reward-related policies, processes and regulatory requirements.
Please see the attached role profile for a full list of responsibilities.
About You
You will bring experience in a reward, benefits or recognition environment, with the ability to work confidently with complex data and translate insight into practical recommendations.
You'll be comfortable influencing stakeholders, building relationships and delivering initiatives in a changing environment.
You will ideally be CIPD Level 5 and/or Reward qualified, or able to demonstrate equivalent reward experience.
Experience of working in a unionised environment is preferred, while experience of Korn Ferry Hay job evaluation, itrent and Power BI would be advantageous.
You'll also share our values of One Group, Innovation, Excellence, Ethics and Sustainability.
Skills, Qualifications and Experience
To be successful in this role, you will need
- CIPD/Reward qualification or proven Reward experience.
- Strong analytical, problem-solving and advanced Excel skills.
- Excellent communication, presentation, negotiation and influencing skills.
- Strong project management, planning and organisational skills.
- High attention to detail and the ability to manage competing priorities.
- Commercial awareness and the ability to align reward activity to organisational strategy.
- A collaborative approach, with confidence in building effective relationships across HR, business units and external partners.
Benefits
- 28 days paid annual leave plus 8 bank holidays
(FTE) .
- Significant pension contribution.
- Retail discounts.
- Employee Assistance Programme.
- Cycle to Work scheme.
Who are The LTE Group?
The LTE Group is one of the largest social enterprises in the UK dedicated to lifelong learning, and we truly believe in the power of education to change lives.
We consist of The Manchester College, MOL, Total People, UCEN Manchester, Novus, and Group Professional Services & Group Operations.
Our values are at the heart of everything we do: working as One Group, embracing Innovation, striving for Excellence, acting Ethically with integrity, and being Sustainable in our approach.
Together, these values help us deliver outstanding outcomes for our learners and communities.
Safeguarding
The LTE Group is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.
All applicants will be required to undergo an appropriate DBS check via the Criminal Records Bureau and may be subject to additional online checks as part of our pre-screening process.
Some roles are exempt from the Rehabilitation of Offenders Act 1974 and will require an Enhanced DBS check.
Equal Opportunities Statement
At The LTE Group, we're committed to providing an environment free from discrimination, bullying, harassment and victimisation, where all members of our community are treated with respect and dignity.
The LTE Group is committed to working in an inclusive way with all the communities where we are geographically located and to developing a workforce and student community that reflects Greater Manchester's and the UK's rich diversity and vibrancy.
The closing date for this job advert is 14/09/2026. However, the advert may close early if we receive a good response.
#J-18808-Ljbffr
Reward Business Partner employer: Novus
At NOVUS, we pride ourselves on being an excellent employer, particularly for those passionate about making a difference in the education sector within the prison system. Our supportive work culture fosters professional growth, offering extensive training and development opportunities, while our location at HMP Frankland provides a unique chance to contribute to meaningful educational initiatives. With generous benefits including 35 days of pro-rata annual leave and pension contributions, we ensure our employees feel valued and motivated in their roles.
StudySmarter Expert Advice🤫
We think this is how you could land Reward Business Partner
✨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 Novus!
✨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 Novus.
We think you need these skills to ace Reward Business Partner
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 Novus. 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 Novus 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 Novus. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Novus'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 Novus
✨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 Novus.
✨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 Novus 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 Novus and how you would contribute to adapting HR strategies.
