The Reward Partner supports the delivery and continuous improvement of the organisation's global reward programmes, policies and processes. Working closely with the Global Head of Reward, the role is responsible for the operational delivery of core reward activities, maintaining the integrity of reward data and job architecture, and providing expert advice to People Business Partners and business leaders on reward matters.

The role combines strong analytical capability with project management and stakeholder partnering to ensure reward programmes are delivered effectively, support business objectives and provide a competitive employee value proposition.

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Key responsibilities

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Reward programme delivery

• Project-manage the annual delivery of core reward processes, including annual compensation reviews, short-term incentives (bonus/commission)  and long-term incentive (LTI) cycles.
• Coordinate reward activities across multiple business areas, ensuring governance, timelines and approvals are effectively managed.
• Support the administration and implementation of executive and employee incentive plans.
• Ensure reward programmes are delivered consistently and in line with policy and governance requirements.

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Reward partnering

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• Act as a trusted reward advisor to People Business Partners, providing guidance on compensation, job architecture, benchmarking and reward policy.
• Support managers and HR colleagues with reward-related queries.
• Provide recommendations that balance market competitiveness, internal equity and affordability.
• Build strong relationships across HR, Finance and business leadership to support effective reward decision-making.

Job architecture and market benchmarking

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• Maintain and evolve the organisation's job architecture using the WTW Global Grading Framework.
• Evaluate new and existing roles, ensuring consistent job levelling and governance.
• Conduct external market benchmarking to support compensation decisions and organisational design.
• Partner with People teams to ensure roles are accurately aligned within the job architecture and career framework.

Reward analytics and modelling

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• Produce insightful reward analytics to support business decisions and reward strategy.
• Develop compensation models, salary increase scenarios and incentive funding analyses.
• Analyse internal and external market data to identify trends, pay gaps and competitive positioning.
• Support annual compensation budget modelling and financial forecasting for reward programmes.
• Prepare reports and presentations for senior stakeholders, including Executive and Remuneration Committee papers where required.

Reward data management

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• Regularly review and validate reward data across People systems and reward databases.
• Ensure the integrity of job architecture, grading, salary ranges and compensation records.
• Support data governance and quality assurance across reward-related information.

Salary surveys and market intelligence

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• Manage participation in annual salary surveys, including data collection, validation and submission.
• Maintain relationships with external survey providers, including WTW and other market data vendors.
• Analyse survey results and communicate market insights to HR and business leaders.
• Ensure benchmarking data remains current and supports informed reward decisions.

Reward strategy and projects

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• Support the Global Head of Reward in the development and implementation of the organisation's global reward strategy.
• Contribute to the design and enhancement of compensation structures, incentive programmes and reward policies.
• Lead or support reward-related project as required.
• Monitor external market trends, legislative developments and emerging reward practices to inform future reward design.

Knowledge, skills and experience

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Essential

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• Experience in a specialist Reward or Compensation role within a global, complex organisation.
• Strong knowledge of compensation, incentive plans and reward programme delivery.
• Experience using the WTW Global Grading Framework or a comparable job evaluation methodology.
• Proven experience conducting market benchmarking and salary analysis.
• Advanced analytical and modelling skills, including strong Excel/Google Sheets capability.
• Experience managing reward data and People information.
• Strong stakeholder management and influencing skills.
• Excellent attention to detail with the ability to manage multiple priorities.

Desirable

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• Knowledge of executive compensation and long-term incentive plans.
• Experience using HR systems, knowledge of HiBob preferable but not essential
• Familiarity with pay legislation and global reward trends.

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