At a Glance
- Tasks: Lead and design innovative compensation programmes while collaborating with HR and business teams.
- Company: Join a dynamic global food company committed to rewarding talent.
- Benefits: Competitive salary, flexible working options, and opportunities for professional growth.
- Other info: Work in a diverse environment with excellent career advancement opportunities.
- Why this job: Make a real impact on employee rewards and drive positive change in a global setting.
- Qualifications: Experience in compensation management and strong analytical skills required.
The predicted salary is between 60000 - 80000 £ per year.
Overview
PURPOSE & IMPACT: The Reward Manager is responsible for the consistent application of Nomad Foods reward standards across the organisation through effective partnership with HR and the broader business. They lead or support the design and implementation of a variety of compensation programmes, ensuring seamless coordination of internal and external stakeholders.
Key Skills:
- Reward SME with business acumen and solid commercial thinking
- Creative problem solver, able to work in a context of ambiguity and frequently changing priorities
- Strong communication and presentation skills; can make complex technical matters easy to understand for all
- Good team player, capable of playing different roles in a team/project as needed
- Open minded, excellent intercultural sensitivity, used to work with colleagues from different geographies/backgrounds
Responsibilities
- Reward Standards, Job Evaluation & Benchmarking: Responsible for job evaluation and benchmarking for assigned areas, including preparation and submission of data for salary surveys (currently: Mercer). Champion the understanding of the company job evaluation methodology and reward standards within the HR team and the broader business, both through ‘on-the-job’ conversations and structured training or presentations. Make recommendations on the application of reward principles in relation to off-cycle requests (e.g. job changes, salary adjustment, retention plans etc.). Partner with HR to ensure both job evaluations and recommendations are aligned to the business context/needs and commercially sound.
- Reward Programmes Design & Implementation: Support Head of Reward in the design and implementation of a variety of reward programmes, with a particular focus on incentive design. This may include market analysis and ad hoc benchmarking, modelling, validation and alignment with internal stakeholders, communication etc. Furthermore, from time to time they may be required to help with preparatory work and material for Exec/RemCo (Compensation Committee).
- Global Mobility: Overseas global mobility programmes with the support of 3rd party vendors for expert tax and immigration advice, enabling the business to employ the right talent in the right place while ensuring appropriate level of compliance, risk management, and cost control.
- Reward Operations (Annual Reward Cycle): Support Reward Operations in the delivery of the annual reward calendar (annual salary review and bonus calculation; LTIP programme administration). This may include data validation, communication & training, partnership with both HR and the business.
- Benefits Strategy: Monitor overall benefit offering across our geographies and business units, and make recommendations to drive standardisation and cost efficiencies, inputting into the company benefit strategy. May provide ad hoc advice and support to local HR & payroll teams as required.
- Project management: The role doesn’t manage people but may be required to lead projects through functional expertise. These will require effective collaboration with other teams/department, such as HR (especially HR & Reward Operations) and finance.
Qualifications
- Proven experience in managing compensation and benefits programmes internationally
- Proven experience in job evaluation, ideally with multiple vendors/methodologies
- Excellent excel and data analysis skills, including data visualisation and presentation skills
- Knowledge of equal pay regulation advantageous
- English as first language or business level required; other European languages advantageous
- Significant working experience within medium to large size multi-national companies
- Experience with unionised and factory environments advantageous
Reward Manager employer: UNAVAILABLE
At Nomad Foods, we pride ourselves on being an exceptional employer that fosters a collaborative and inclusive work culture. As a Reward Manager, you will have the opportunity to lead innovative compensation programmes while working alongside diverse teams across multiple geographies, ensuring your contributions are valued and impactful. With a strong focus on employee growth and development, we offer tailored training and support to help you thrive in your career within our dynamic, medium-sized multinational environment.
StudySmarter Expert Advice🤫
We think this is how you could land Reward Manager
✨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 UNAVAILABLE!
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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 UNAVAILABLE.
We think you need these skills to ace Reward Manager
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 UNAVAILABLE. 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 UNAVAILABLE 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 UNAVAILABLE. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to UNAVAILABLE'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 UNAVAILABLE
✨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 UNAVAILABLE.
✨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 UNAVAILABLE 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 UNAVAILABLE and how you would contribute to adapting HR strategies.
