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- Tasks: Lead and improve UKRI's reward framework, ensuring fair and strategic pay policies.
- Company: Join UK Research & Innovation, a vital organisation driving research and innovation in the UK.
- Benefits: Enjoy 30 days annual leave, flexible working, and employee discounts.
- Other info: Dynamic role with opportunities for professional growth and collaboration.
- Why this job: Make a real impact on reward strategies that shape organisational success.
- Qualifications: CIPD qualified or equivalent experience with strong knowledge of reward structures.
The predicted salary is between 46743 - 46743 £ per year.
UK Research & Innovation Salary: £46,743 per annum. Band: UKRI Band E. Contract Type: Fixed Term (12 months). Hours: Full-time/Part-time (minimum 0.8 FTE), flexible working available. Location: Polaris House, Swindon, Wiltshire – Hybrid working available (minimum 2 days per week in the office). Closing Date: Sunday 10th May 2026.
About the role
The HR function in UK Research and Innovation is vital to enabling the achievement of the organisational objectives. It delivers all HR services across a complex organisation working across the nine councils and with a vast array of professional areas and locations with diverse capabilities as part of the wider corporate services structure. HR is critical to ensuring that all people related services are robust, appropriately controlled and create appropriate workplace conditions. UK Research and Innovation HR includes a Reward Centre of Expertise offering dedicated resource with a deep specialism in specific reward disciplines at a strategic and operational level.
Purpose of the role:
The Reward Manager plays a pivotal role in shaping, delivering and continuously improving UKRI’s reward framework. They will provide experienced leadership on pay, grading, performance-related pay and wider reward initiatives, ensuring that reward policies are fair, visible and aligned with organisational strategy. Acting as a trusted adviser at all levels including Heads of HR, COOs and senior leaders, the postholder will lead complex reward projects, offer authoritative guidance on high-impact issues, and drive consistent, evidence-based decision-making across the organisation. The role also guides the effective operation of the reward function, builds strong stakeholder relationships and helps to create a reward environment that supports engagement, performance and organisational success.
Your responsibilities:
- Lead and deliver key reward projects such as Senior Pay, Performance Related Pay (PRP), harmonisation initiatives and wider pay framework development.
- Provide strategic insight into the design and evolution of the total reward package, promoting the value of both tangible and intangible reward elements.
- Act as a senior critical issue point for complex or specialist reward queries, offering experienced advice at all levels including HRBPs, Heads of HR, COOs and ExCo.
- Lead the reward team’s administration and operational delivery, ensuring efficient processes and high-quality outputs.
- Drive reward engagement, developing stakeholder-focused communication channels to increase visibility and understanding of reward programmes.
- Deliver a high-quality HR advisory service, providing authoritative guidance on pay, grading, reward, recognition and benefits to UKRI colleagues.
- Collaborate with corporate functions to develop and lead cross-functional working groups supplying to senior-level decision making.
- Create and maintain strong internal and external partnerships to share standard methodology, benchmark reward approaches and inform organisational strategy.
- Use reward analytics and workforce data to provide insights, model options and inform recommendations to senior leaders.
- Lead on pay and reward benchmarking activities, analysing market trends to make data-driven recommendations.
Person Specification
- CIPD qualified or equivalent professional experience.
- Strong knowledge of reward and pay and grading structures.
- Strong understanding of performance related pay (PRP).
- Ability to handle opposing priorities and work at pace in a complex organisation.
- Presentation skills, including delivering briefings and leading workshops clearly to non-specialists.
- Ability to advise senior leaders (Heads of HR, COOs, Directors) and Trade Unions on complex, sensitive and high-impact reward matters.
- Strategic thinking – able to align reward approaches with organisational goals and workforce strategy.
A list of benefits below:
- 30 days’ annual leave in addition to 10.5 public and privileged days (full time equivalent).
- Employee discounts and offers on retail and leisure activities.
- Employee assistance programme, providing confidential help and advice.
- Flexible working options.
UKRI is an Equal Opportunity & Disability Confident Employer.
Reward Manager employer: UK Shared Business Services Ltd
Contact Detail:
UK Shared Business Services Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Reward Manager
✨Tip Number 1
Network like a pro! Reach out to current or former employees at UKRI on LinkedIn. A friendly chat can give you insider info and maybe even a referral, which can really boost your chances.
✨Tip Number 2
Prepare for the interview by researching UKRI’s reward framework and recent projects. Show us that you’re not just interested in the role but also in how you can contribute to their goals.
✨Tip Number 3
Practice your responses to common interview questions, especially around pay and grading structures. We want to see your expertise shine through, so be ready to discuss your experience confidently.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re serious about joining the team at UKRI.
We think you need these skills to ace Reward Manager
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the Reward Manager role. Highlight your experience in reward frameworks and how it aligns with UKRI's objectives. We want to see how you can bring your unique skills to our team!
Showcase Your Expertise: Don’t hold back on showcasing your knowledge of pay structures and performance-related pay. Use specific examples from your past roles to demonstrate your strategic thinking and ability to handle complex reward queries. This is your chance to shine!
Be Clear and Concise: When writing your application, keep it clear and to the point. Avoid jargon and make sure your key achievements stand out. We appreciate straightforward communication, especially when it comes to complex topics like reward management.
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way to ensure your application gets the attention it deserves. Plus, you’ll find all the details you need about the role and our organisation there!
How to prepare for a job interview at UK Shared Business Services Ltd
✨Know Your Reward Framework
Before the interview, make sure you understand UKRI's reward framework inside out. Familiarise yourself with their pay structures, performance-related pay systems, and any recent changes in their policies. This will help you speak confidently about how your experience aligns with their needs.
✨Prepare for Complex Queries
As a Reward Manager, you'll be expected to handle complex reward queries. Think of potential scenarios or questions that might arise during the interview and prepare your responses. This shows that you're not only knowledgeable but also proactive in addressing challenges.
✨Showcase Your Strategic Thinking
Be ready to discuss how you've aligned reward strategies with organisational goals in your previous roles. Use specific examples to illustrate your strategic thinking and how it has positively impacted employee engagement and performance.
✨Engage with Stakeholders
Highlight your experience in building strong relationships with stakeholders. Prepare to share examples of how you've communicated reward initiatives effectively and increased visibility within an organisation. This is crucial for the role, so make it a key part of your discussion.