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Head of Reward

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Are you a forward-thinking, innovative, and ambitious Reward and Recognition specialist looking for a truly exciting career opportunity to stamp your mark and lead a Reward function? If so, I am now partnering with a leading London-based Education institution in the search for their new Head of Reward and Recognition and am keen to speak to you!

As Head of Reward and Recognition you’ll be joining this organisation at an exciting time of transformation and investment in their People and Culture function. With responsibility for small team, this role offers the opportunity to bring your thought leadership and stakeholder engagement talents in order to design, deliver and lead a new Reward and Recognition strategy for the organisation that will be a key lever for cultural change and engagement and support the delivery of its strategic goals.

As Head of Reward and Recognition you’ll be the organisation’s subject matter expert in all aspects of Reward including pay, benefits, salary benchmarking and review, pensions, supporting annual pay negotiation processes and much more. You’ll also work closely with colleagues across the People and Culture team and wider functions to lead on internal stakeholder engagement with the Reward and Recognition strategy and ensure a clear and compelling narrative is delivered.

This role will ideally suit an experienced or aspiring Head of Reward or Reward Manager with the demonstrable appetite, qualities and experience to create and lead a forward looking and impactful Reward & Recognition strategy and function, along with the flexibility and willingness to be hands on in getting things done.

In addition to a strong background in Reward and Recognition you will require:

  • Proven experience in leading the development and implementation of reward strategies in a large and complex organisation
  • Experience of job evaluation, salary benchmarking and designing innovative approaches to employee reward experience of managing and developing a team
  • Excellent communication, stakeholder engagement and influencing skills and the ability to disseminate technical concepts for non-technical audiences
  • Experience of analysing and interpreting complex data and producing high quality reports
  • Knowledge of employment law and its implications for pay and reward structures

Please note this role offers hybrid working arrangements on either a full-time or 0.8 FTE basis with a minimum of 1 day per week working in London and the flexibility to be on-site more frequently, as and when required.

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