Hiring: Total Rewards Partner

Titan Wealth is a fast-growing wealth management business, both in the UK and internationally. It has evolved a fairer, more efficient and effective business model, structured to deliver leading advice-led wealth management services, giving financial advisers and their clients the best opportunity to fulfil their dreams and ambitions. We provide a dynamic work environment full of opportunity, one where both individual and team initiative and contribution is encouraged, so that together we can deliver better outcomes for our clients over the long term.

We are looking for an experienced and hands-on reward professional who can take ownership of the day-to-day delivery of Titan's reward agenda in a fast-growing, acquisitive and evolving business. This is a highly operational role requiring someone who is comfortable rolling their sleeves up and delivering the technical work themselves, including salary reviews, bonus cycles, benchmarking, job grading, reward governance and reporting.

Titan is currently working with an external reward consultancy to establish and formalise the Group's reward infrastructure, frameworks and governance, and we need someone who can help embed that framework, maintain it and evolve it over time as the business grows. The successful candidate will be highly organised, commercially minded and comfortable operating independently, with strong stakeholder management skills and the credibility to work effectively across HR, Finance, Compliance, Payroll, Tax and external advisers.

They must also have previous people management experience, including coaching, mentoring and performance management, with the ability to develop capability in others whilst maintaining high standards and accountability. This role will therefore suit someone who enjoys execution, implementation and continuous improvement, and who is comfortable maintaining and evolving an established reward framework over time, rather than someone seeking a purely strategic leadership position.

• Grading, levelling and job architecture: Lead the ongoing development and management of the group's job-grading and levelling framework. Grade new and materially changed roles, applying the job-evaluation differentiators consistently, and maintain the evidence behind each decision so grades are defensible on challenge. Lead on the ongoing development and implementation of the job architecture behind the grading framework: job families, career levels and progression criteria.
• Salary review, benchmarking and in-year pay governance: Run the annual salary review end to end for the whole population, within the budget agreed with Finance and the Group HR Director. Run the annual benchmarking exercise using recognised market data, identify outliers above and below range, and provide the evidence base on which pay decisions are made.
• Pay equity, transparency and disclosure: Own the annual statutory gender pay gap calculation, submission and published narrative, extending to ethnicity and disability where data quality allows. Run the underlying pay-equity and equal-pay analysis, identify the drivers of any gap, and put recommended actions with a timeline and a named owner to the Group HR Director.
• The group discretionary bonus cycle: Lead the annual bonus cycle, ensuring accurate administration, governance and stakeholder engagement; for the eligible population below ExCo.
• Adviser and sales incentive schemes: Run the quarterly governance process for the adviser and sales incentive schemes, draft and maintain scheme rules, KPIs, underpins and supporting documentation.
• Acquisition reward integration: Together with the Compensation and Benefits Specialist to carry out reward due diligence for each acquisition.
• Benefits and pensions: Line-manage and develop the Compensation and Benefits Specialist, overseeing the benefits programme and provider relationships.
• Global mobility and international workforce support: Act as the coordination point for employee mobility, providing practical guidance to employees and managers on mobility-related pay, benefits, allowances, travel and relocation support.
• Employment tax and the payroll interface: Support the Compensation and Benefits Specialist on benefit-in-kind data for P11D reporting, ensuring compliance on statutory pay obligations.
• HiBob Compensation and reward data: Lead the implementation of the HiBob Compensation module and manage it thereafter as the system of record for grade, range, salary review and bonus data.
• Governance, RemCo and regulatory: Prepare the reward content of Remuneration Committee papers, maintain and develop the Group's reward policies, and support Compliance on reward obligations under the FCA Remuneration Code.