Reward Manager

  • Location
    Chelmsford, Essex
  • Category
    HR - Compensation & Benefits
  • Contract Type
    Permanent
  • Salary
    £ 40000 - £ 50000 / Year
  • OrganizationType
    Home/Office

Reward Manager
£40,000-£50,000 per annum
Chelmsford, Essex (Hybrid working available)
Monday-Friday, 9am-5:30pm



Role Purpose:


To proactively manage, shape and deliver the reward proposition and activities across the business. Leading on the design and effective delivery of the core cyclical reward activities, including annual pay and performance cycles, annual flexible benefits programme and regular salary benchmarking and commission payment cycles, this position will also drive the continuous improvement agenda for the reward proposition. From identifying enhancements to the Company's reward offering generally, to engagement with benefit providers and other stakeholders, the focus of this role is to deliver an employee reward offer that is competitive, compelling and engaging to employees and talent markets.


Principle Duties:


Management and delivery of cyclical activities



  • Manage the preparation, implementation and analysis of the annual pay round

  • Manage all commission arrangements across the Company, coordinating commission payment rounds and updates to arrangements as required throughout the year

  • Lead on the Company's annual flexible benefits programme working with their third-party flexible benefit provider

  • Coordinate the Company's salary survey submissions and undertake internal and external benchmarking exercises, ensuring accuracy of data and matching of jobs against survey definitions

  • Act as the reporting lead for the organisation's annual gender pay gap submission



Reward Proposition Development



  • Lead on all other HR transformation projects relating to Reward

  • Identify changes in the reward landscape, interpreting how these may apply to the business and developing proposals for consideration by the Executive team

  • Monitor developments at property sector level, identifying potential competitive advantage opportunities that the business should/could exploit to increase attraction and retention of talent to the organisation

  • Manage the Company's existing recognition programmes and work to establish a strong recognition culture across the business

  • Lead on the ongoing development of systems, processes and reporting to enable efficient operation of reward and broader HR systems, ensuring feedback is canvassed from relevant stakeholders.


Stakeholder Management and HR integration



  • Work with the wider HR team to coordinate reward aspects of people processes across the business, including performance appraisal cycles, change management activity, TUPE support etc.

  • Work with the HR Business Partners and conduct regular Reward market analysis which will enable the team and business to make justifiable Reward decisions based on current trends

  • Work with HR Operations team and Group Finance function to deliver accurate and compliant outcomes for all reward activities

  • Work with Group Company Reward function, as required.


Technical Skills Required:



  • A track record of leading several reward change programmes in a medium sized firm or participating in the people change team for a large global organisation.

  • A track record of providing specialist reward services to HR Business Partners and directly to business colleagues.

  • Evidence of leading all key annual HR processes (pay round, flex programmes, salary benchmarking etc)

  • Professional services HR experience desirable.

  • Possibly CIPD qualified, but not mandatory.

  • Strong academic background, with mathematical competence

  • Strong written communication skills to support internal engagement messaging and regular Company Board reporting submissions


Soft Skills Required:



  • Proactive and energised behaviour style that brings vitality to the Company and the HR team.

  • Able to demonstrate high resilience levels with an ability not to be fazed by the volume of activity and/or business change.

  • Able to prioritise task delivery and manage the expectations of stakeholders on delivery timescales.

  • Solution orientated with the ability to present a set of compliant approaches that help the business to achieve the outcomes it wishes to achieve.

  • An ability and enthusiasm to (re) map process in order to facilitate pace and compliance in the business is highly desirable.


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To speak to a recruitment expert please contact Hayley Sanderson