At a Glance
- Tasks: Lead the design and management of compensation and benefits programmes to attract and retain talent.
- Company: Join a dynamic organisation in Manchester with a focus on employee wellbeing and development.
- Benefits: Enjoy competitive salary, generous leave, pension schemes, and wellness support.
- Other info: Hybrid working model with opportunities for professional growth and career progression.
- Why this job: Make a real impact on employee satisfaction and drive positive change in the workplace.
- Qualifications: CIPD Level 5 or equivalent experience in rewards management is essential.
The predicted salary is between 48226 - 55432 £ per year.
Salary: up to £48,226 - £55,432
Location: 1 Angel Square, Manchester/hybrid (2 days on-site per week)
Contract: Permanent
Closing date: 23:59pm, Thursday 16 July 2026
Overview of the Rewards and Benefits Manager role
Sellick Partnership is exclusively recruiting for an experienced Rewards and Benefits Manager to join our client based in Manchester on a permanent basis. This role is offered on a hybrid basis.
The Rewards and Benefits Manager will be responsible for the designing, management and governance of the organisation's compensation and benefits programmes. This strategic role ensures all reward practices are externally competitive, internally equitable, legally compliant and aligned with the Employee Value Proposition (EVP) to drive talent attraction and retention.
Key responsibilities of the Rewards and Benefits Manager will include:
- Leading comprehensive reviews of the existing pay scales and grade structures to ensure internal equity and consistency.
- Developing and implementation of framework for more unified terms and conditions of employment across the organisation to simplify administration and promote a single culture.
- Designing and driving Employee Value Proposition (EVP) initiatives specifically related to compensation and benefit offerings.
- Conducting ongoing market analysis and benchmarking to ensure pay and benefits remain competitive and effectively support recruitment and retention goals.
- Managing and conducting regular equal pay audits, including detailed analysis of gender and other protected characteristics, to identify and remediate any pay discrepancies in line with legal requirements.
- Ensuring all compensation and benefit programmes comply with employment laws and statutory reporting requirements.
- Collaborating with HRIS and Payroll teams to ensure the accuracy and integrity of all pay-related data used for audit, analysis and reporting.
- Overseeing the structure and administration of employee benefits programmes (E.g. Health, Retirement, etc.) to ensure efficiency and cost-effectiveness.
- Providing expert advice and recommendation on changes to compensation and benefits policies, ensuring clear communication to employees and managers.
Required experience/qualifications of the Rewards and Benefits Manager will include:
- CIPD Level 5 qualified or equivalent, or qualified by experience.
- Experience of working in a similar role.
- Experience within a public sector organisation would be beneficial.
- Expert knowledge of job evaluation methodologies and pay structure design, including experience with harmonisation projects.
- Understanding of current employment law related to equal pay, gender pay gap reporting and terms and conditions.
The Rewards and Benefits Manager will need to have excellent communication skills and effectively be able to communicate to stakeholders of all levels. Furthermore, the ideal candidate will have an impeccable eye for detail and accuracy to ensure all workload is carried out effectively and efficiently. They will also need to be able to prioritise their workload and be efficient and effective to meet unpredictable deadlines and deal with conflicting demands, whilst working in a high-pressured environment.
Benefits available alongside the Rewards and Benefits Manager position include (but aren't limited to):
- Competitive annual leave entitlement.
- Defined benefit pension schemes, including the Local Government Pension Scheme.
- Co-op colleague membership, including 30% off selected Co-op branded products and 10% off branded products in Co-op Group food stores.
- Employee Assistance Programme for colleagues and members of their household.
- Wellbeing support, including mental health resources, Health Assured support, Wisdom Health and Wellbeing App and Mental Health First Aiders.
- Occupational sick pay and family-friendly policies.
- Free annual flu vaccination and free eye care tests.
- Cycle to Work scheme and Nuffield Health gym membership discounts.
- Professional development, induction, coaching and career progression opportunities.
How to apply for the Rewards and Benefits Manager position:
If you believe you have the required experience and qualifications outlined above for the Rewards and Benefits Manager opportunity, please apply within. Alternatively, if you would like a confidential chat about the role or organisation, please contact Charlotte Broomfield at Sellick Partnership to find out more.
Sellick Partnership is proud to be an inclusive and accessible recruitment business and we support applications from candidates of all backgrounds and circumstances.
StudySmarter Expert Advice🤫
We think this is how you could land Rewards Manager in Manchester
✨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!
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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 Sellick Partnership!
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We think you need these skills to ace Rewards Manager in Manchester
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 Sellick Partnership. 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 Sellick Partnership 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.
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Align with Company Culture:Make sure your application speaks to Sellick Partnership'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 Sellick Partnership
✨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 Sellick Partnership.
✨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!
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A full-time HR role at Sellick Partnership 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.
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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 Sellick Partnership and how you would contribute to adapting HR strategies.
