At a Glance
- Tasks: Shape and deliver innovative reward and talent strategies for a leading asset manager.
- Company: Join LGPS Central, a dynamic and inclusive asset management firm.
- Benefits: Competitive salary, generous holiday, hybrid work, and family-friendly policies.
- Other info: Enjoy excellent career growth and a supportive work environment.
- Why this job: Make a real impact on employee experience and governance in a pivotal role.
- Qualifications: Experience in reward management and strong analytical skills required.
The predicted salary is between 50000 - 65000 £ per year.
Location: West Midlands, England, United Kingdom
Company: Bitrecruit | Client / Employer: Occupop
Job reference: 5970f2ce9f534b680d1397f405ae05ec
Overview
Join LGPS Central at a pivotal moment, where investment meets long‑term impact. This role is based in Wolverhampton and will play a key part in shaping and delivering LGPS Central's reward and talent agenda. The postholder works closely with the Head of People and wider People team, including the Chief People & Transformation Officer, to lead high‑impact work across base pay, variable pay, benefits, pensions, benchmarking, job architecture, reward governance, talent, succession and capability planning.
As a trusted partner to senior leaders, the postholder brings strong technical expertise, analytical depth and credible stakeholder influence, turning complex reward and talent data into clear recommendations that support confident decision‑making, strong governance and a positive employee experience.
Key responsibilities include:
- Designing reward strategies, delivering benchmarking, managing variable pay, supporting talent management, ensuring governance, leading data and process improvements, and ensuring compliance and risk management.
Responsibilities
- Design reward strategy and framework, delivering total reward reviews aligned with the People Strategy.
- Lead base pay, variable pay, benefits, pensions, and total reward activities, ensuring fairness, transparency, market‑informed practices.
- Manage the annual benchmarking cycle, deliver pay benchmarking, compa‑ratio analysis, market insight, and reward modelling.
- Support job architecture and clear job levelling design.
- Partner with leaders to embed talent identification, assessment and development planning; lead succession planning, including executive succession.
- Develop variable pay and incentive frameworks, integrating performance metrics.
- Prepare high‑quality committee papers, analysis and recommendations for senior stakeholders.
- Own reward data, modelling and analysis; improve processes, reporting, data quality and system use.
- Ensure reward recommendations reflect FCA requirements and governance expectations; build understanding of the LGPS landscape.
Qualifications
- Significant reward experience in financial services, asset management or a regulated environment.
- Strong technical reward expertise across base pay, variable pay, benefits, pensions, benchmarking, and total reward.
- Good understanding of talent management, succession planning and capability development.
- Experience in reward modelling, pay analysis, compa‑ratio analysis and market benchmarking.
- Experience working with external advisers, salary survey providers or reward consultants.
- Strong understanding of reward governance, committee reporting and evidence‑based decision‑making.
- Proven ability to engage and influence senior stakeholders and committees.
- Excellent judgement, attention to detail and ability to balance rigor with pragmatism.
- Strong communication and relationship‑building skills; commercially aware.
- High ethical standards; analytical skills; partnering skills.
- Growth mindset and continuous improvement orientation.
- Knowledge of LGPS or public‑sector pensions (advantageous).
- Experience preparing papers for RemCo, NomCo, People Committee or similar forums (advantageous).
Education & Qualifications
- Degree level or equivalent in a relevant discipline.
- Reward, HR, finance, pensions or related professional qualification is advantageous.
What We Offer
- Competitive salary and enhanced pension scheme.
- 30 days’ paid holiday plus bank holidays, 2 days paid volunteering days, and an extra paid Company Day.
- Excellent learning & development opportunities and welfare & family‑friendly policies.
- Enhanced pay for new parents and access to Employee Assistance Programme.
- Vitality Private Medical Insurance, hybrid working, Company Service Awards, Cycle to Work Scheme, Electric Vehicle Scheme.
- Recognised for diversity and inclusion (awards listed).
LGPS Central (LGPSC) Ltd is the FCA regulated asset manager for fourteen local authority pension funds across the Midlands. We operate a friendly, hybrid working environment with a range of benefits.
Talent & Reward Partner employer: Occupop
At LGPS Central, we pride ourselves on being an exceptional employer, offering a supportive and inclusive work culture in Wolverhampton. Our commitment to employee growth is reflected in our extensive learning and development opportunities, alongside a competitive salary and enhanced pension scheme. With a focus on work-life balance, we provide generous holiday allowances, hybrid working options, and family-friendly policies, making LGPS Central a rewarding place to advance your career in talent and reward management.
StudySmarter Expert Advice🤫
We think this is how you could land Talent & Reward Partner
✨Tip Number 1
Network like a pro! Reach out to people in the industry, attend events, and connect on LinkedIn. We all know that sometimes it’s not just what you know, but who you know that can land you that dream job.
✨Tip Number 2
Prepare for interviews by researching the company and role thoroughly. We suggest practising common interview questions and even doing mock interviews with friends. The more prepared you are, the more confident you'll feel!
✨Tip Number 3
Showcase your skills! Bring along a portfolio or examples of your work to interviews. We want to see how you’ve made an impact in previous roles, especially in areas like reward strategies and talent management.
✨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.
We think you need these skills to ace Talent & Reward Partner
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter for the Talent & Reward Partner role. Highlight your relevant experience in reward strategies and talent management, as this will show us you understand what we're looking for.
Showcase Your Expertise:Don’t hold back on demonstrating your technical skills! We want to see your knowledge of base pay, variable pay, and benchmarking. Use specific examples from your past roles to illustrate how you've made an impact.
Be Clear and Concise:When writing your application, keep it straightforward. We appreciate clarity, so avoid jargon and get straight to the point about your achievements and how they relate to the role.
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!
How to prepare for a job interview at Occupop
✨Know Your Stuff
Make sure you brush up on your knowledge of reward strategies, benchmarking, and talent management. Familiarise yourself with the latest trends in financial services and how they impact employee experience. This will help you speak confidently about how you can contribute to LGPS Central's goals.
✨Showcase Your Analytical Skills
Prepare to discuss specific examples where you've used data to drive decisions in previous roles. Be ready to explain your approach to reward modelling and pay analysis, as well as how you've influenced senior stakeholders with your findings. This will demonstrate your technical expertise and analytical depth.
✨Engage with the Team
Since this role involves working closely with the Head of People and other senior leaders, think about how you can build rapport during the interview. Ask insightful questions about their current challenges and how you can support them in shaping the talent agenda. This shows you're not just interested in the role, but also in the team dynamics.
✨Prepare for Governance Discussions
Given the importance of governance in this role, be prepared to discuss your understanding of FCA requirements and how you've ensured compliance in past positions. Bring examples of how you've contributed to governance frameworks or committee reporting, as this will highlight your attention to detail and ethical standards.
