Reward Business Partner

Job description- Reward Business Partner

Job family: Enterprise | Job category: Human Resources| Job role: Compensation | Tier E30 

Business: Corporate Human Resources| Department HR – Reward | Reports to: Ed Lewis

 

Job Purpose 

Partner with HRBPs, TA and the business to define the global compensation strategy, policies, procedures, and processes, ensuring alignment with business objectives and strategy, advising on all matters relating to compensation, such as packages at hire, changes in role, global moves, short and long term incentives for the Business Division / Corporate Function.

Job description- Reward Business Partner

Job family: Enterprise | Job category: Human Resources| Job role: Compensation | Tier E30 

Business: Corporate Human Resources| Department HR – Reward | Reports to: Ed Lewis

 

Job Purpose 

Partner with HRBPs, TA and the business to define the global compensation strategy, policies, procedures, and processes, ensuring alignment with business objectives and strategy, advising on all matters relating to compensation, such as packages at hire, changes in role, global moves, short and long term incentives for the Business Division / Corporate Function.

Job responsibilities and accountabilities  

• Foster strong collaboration and build trustful relationships with all HR and TA to deliver comprehensive and joined up solutions, engaging with internal / external specialists when required.
• Own Business Division / Corporate Function specific compensation policies, processes, tools etc., ensuring regulatory and statutory compliance and managing Country Care in their delivery.
• Input into the job grading and evaluation process, including inputting into job levelling and benchmarking, and internal and external benchmarking. 
• Work with other members of the reward team to ensure we are continuously monitoring and evaluating practices and drive improvements.
• Consult with HR Business Partners on the Annual Compensation Program process, and complete annual analyses comparing actual compensation to modelled projections.
• Provide specialist advice in relation to local bargaining agreements and negotiations with works councils, unions etc. 
• Understand how specific employee groups within business units and regions compare to market pay structures.
• Provide input in the recommendation of appropriate compensation strategy for new and evolving organisation structures or mergers and acquisitions.
• Communicate the strategic intent of all global compensation programs / initiatives to the geography or Business Division / Corporate Function. 
• Manage the execution of compensation communications / training towards the business.
• Partner with HRBP’s and country care to build Reward capability and ensure business needs are met. 
• Input into regulatory compliance and reporting processes and activities relating to compensation programs, including liaising with finance on employment tax compliance.
• Deliver on agreed OKRs and be accountable for service efficiency and quality.
• Measure program effectiveness and take appropriate action including providing feedback to the Reward team.
• Keep appraised of leading practices, monitor and evaluate future legislation and market trends and consider innovative solutions, to best serve the business 
• Identify opportunities for and manage the transition of transactional support activities to HR Operations.

  About you  

Skills, experience, knowledge and behaviours 

 

• Deep technical experience in compensation.
• Strong analytical mindset to interpret internal and external data, market trends to make informed decisions.
• Ensuring accuracy of data, analysis and advice given to the business.
• Strong communication skills.
• To think strategically on the business impact of compensation decisions.
• Strong stakeholder management. Building and maintaining various stakeholders across the business, such as HR Leads, Business leads, Finance, and Legal colleagues.