Reed HR are working alongside a large Not for Profit Organisation based in Central London who are recruiting for an experienced Pay & Benefits Manager.
This role is hybrid, so work flexibility is offered.
Job Summary
The postholder will lead a strategic project to examine the effectiveness and fairness of Organisations current pay and reward arrangements. Their work will include a robust pay benchmarking exercise, and conduct a review of our pay structures, policies and processes.
Using this data, the postholder will identify risks and issues, and make short and long-term recommendations for how their pay structures, grading processes, and wider reward framework can evolve within realistic financial parameters. This may include reviewing the relevance and fairness of our current job evaluation (JE) scheme and exploring options for its development and looking at the data from the latest equal pay audit.
While this is a project-based role, there may be occasions where expertise is needed to advise on live matters, for example on pay awards, job evaluation or on pay related concerns.
Key Responsibilities
Analysis & benchmarking
- Carry out a structured pay benchmarking exercise, comparing the Organisations salaries and benefits with similar organisations to understand market position.
- Review internal pay data and pay documentation to identify patterns, gaps, or concerns, such as pay erosion or differences between grades or job types, as well as inefficiencies in processes
Equal pay audit follow up & compliance review
- Review equal pay audit outcomes to identify areas of concern that may influence recommendations.
- Work to implement practical steps stemming from the equal pay audit outcomes.
- Ensure pay scales and structures are legally compliant and meet current best practice.
- Ensure pay practices align with commitments such as the Living Wage Foundation standards.
Job evaluation and grading framework
- Review the current job evaluation scheme to ensure it is fair, effective, and understood by staff and assess whether it has the confidence of the people who use it.
- Recommend changes, improvements or alternatives to ensure our grading approach is clear and up to date.
Recommendations & strategic planning
- Produce a clear, evidence-based report outlining key findings, identified risks, and well-structured recommendations, differentiating between short-term actions and longer-term changes. Present findings in a clear and accessible way, so that people without technical knowledge can understand and use the information.
- Contribute to the development of a pay and reward strategy that reflects the company's mission, values, and HR priorities.
- Present proposals to senior leadership and internal governance stakeholders to support informed, strategic decision-making.
