Reward Consultant job description

The purpose of this role is to support the Head of Reward and Performance through the review, development, implementation and on going management of reward policy and issues for the company.

Manage specific projects to include; designing new structures to incentivise and reward performance, equal pay reviews, pay benchmarking to identify target rates and market premia, and equality proofing pay policies.

Support the HR Operations team in resolving complex reward/pay queries and work with them to successfully implement new or adjustments to pay related procedures.

Consult with Trade Unions, in liaison with Head of Engagement, Diversity and Inclusion, on relevant areas e.g. Equal Pay Audit, pay rules changes.

Ensure the effective running of existing reward structures, in particular to develop, improve and manage, with the Performance Consultant, the following: Special Bonus Scheme, Corporate Bonus Scheme, Grade 6/7 Bonus Scheme, Long Service Awards

Take part in Job Evaluation panels as required, and be Cabinet Office trained in the Job Evaluation Grading System (JEGS)

To provide professional reward expertise and support to key stakeholders, such as HR Business Partners.

Note: An employee may be required to carry out other duties within the scope of the grade and within the limits of their skill, competence and training.

Skills-Essential Criteria

1. Knowledge in at least one area of rewards planning and practice, with exposure to the processes needed to introduce Total Reward Statements and Flexible Benefits.

2. Strong analytical and numerical skills, including experience of working with HR systems, conducting trend analysis and pay modelling.

3. Experience of creating and implementing HR policy changes, particularly pay solutions which minimise risk, anomaly and inequity.

4. Proven ability to respond to and resolve complex reward/pay queries.

5. A strong business focus supported by relationship management and communication skills to influence key stakeholders within and outside of IPS.

6. Excellent report writing ability and competent user of MS Excel.
Desirable Criteria

1. Exposure to consulting with Trade Unions, working with HMT, Cabinet Office and managing OGD shared networks.

2. Exposure to conducting and implementing an Equal Pay Audit.

3. Knowledge and understanding of job evaluation methodologies (in particular JEGS and JESP) and an awareness of competency based/job family approach pay arrangements.

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