Reward Manager

Job description

About the role

We’re looking for a dedicated and experienced Reward Manager to join our team.

As a Reward Manager, you will be accountable for designing, developing, and assuring reward solutions that include compensation and recognition across the entire Partnership. You will act as a subject matter expert by applying external reward insights and best practices to inform our total reward proposition. Your responsibilities will include leading large-scale annual compensation processes, such as the annual pay review, and managing discrete reward projects. You will also provide leadership and direction to a team of Reward Specialists, fostering their technical and analytical skills through coaching and meaningful contribution conversations.

We are seeking candidates with a deep understanding of reward strategies and proven experience in developing reward propositions and managing annual compensation reviews. You should possess strong analytical skills, including proficiency in data modeling, job sizing, and benchmarking, to ensure our reward solutions remain competitive and compliant. The ability to interpret complex data to develop well-reasoned arguments for strategic decisions is essential, as is the capacity to handle sensitive matters effectively at a fast pace. Strong communication and presentation skills are vital for leading pay briefings and collaborating with stakeholders across the People function to ensure our reward offer is integrated and coherent.

Responsibilities, Skills and Experience

Salary - £58,800 - £88,100

Contract type - Permanent

Working pattern/flexible working   - The Partnership has adopted a hybrid working approach, meaning you'll be expected to work a mixture between the office and home, attending regular team meetings in Pimlico and Bracknell, and working in the office when required.  This role will not be offered on a fully remote basis. 

Key Responsibilities

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Lead the development and implementation of reward propositions/cyclical activity from proposal through to delivery, leveraging data analytics and technical expertise.

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Establish robust metrics and data analysis techniques to evaluate proposition impact and ROI.

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Provide leadership and direction to Reward Specialists, building effective teams, fostering the development of their technical and analytical skills.

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Champion continuous learning and development through effective coaching.

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Initiate and drive meaningful contribution conversations, fostering a high-performance culture.

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Establish a clear approach to managing work requests, resolving any resourcing issues and escalating challenges where required

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Act with shared accountability; manage a cohesive Centre of Excellence (CoE) in pursuit of the overall agenda, and proactively direct and manage the work of the wider team as necessary to ensure this

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Be a reward SME, understanding how reward works externally and internally, and understanding/championing the Partner experience of total reward

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Lead smaller / discrete proposition, projects and policy design.  Owns end-to-end delivery, proposing recommendations and enacting them

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Take a customer centric approach whilst being commercially minded, considering areas of opportunity and risk, and assuring those propositions 

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Proactively collaborate with Partners across the People function, other SMEs and through People Partners on our total reward proposition to support business areas and outcomes.  

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Strategically evaluate business issues and queries, challenge stakeholders constructively and provide insight and expertise to offer solutions

Essential skills/experience you’ll need

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Deep understanding of reward strategies and experience of developing reward propositions

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Strong knowledge of the market and the ability to analyse and synthesise relevance for the Partnership

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Experience in managing stakeholder relationships

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Strong data analysis and interpretation skills

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Experience leading a team

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Experience of managing an annual compensation review process

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Experience of developing proposals and paper writing

The Partnership

We’re the largest employee owned business in the UK and home of our cherished brands, John Lewis and Waitrose. We’re not just employees, we’re Partners, driven by our purpose to build a happier world. As we look to our future, there’s never been a more exciting time to join us.  

We’re ruthlessly focused on being brilliant at retail. We continue to innovate, adapt and diversify. Never Knowingly Undersold on price, quality and service in John Lewis and passionately serving food-lovers in Waitrose.   

As Partners we all share the responsibility of ownership and in its rewards. We use our voices to contribute to our success, working together through the good and challenging times, holding true to our behaviours and treating everyone with kindness and respect. 

We all own making the Partnership somewhere we belong. Embracing our differences and creating an environment where we’re free to be ourselves and can THRIVE. Growing ourselves individually, and as a collective. 

As Partners, we make all the difference. And, we all own it.  

Important points to note:   

It’s important to note that some of our roles are subject to pre-employment vetting (which may include DBS checks for successful candidates). If required, you’ll be informed and provided with information about vetting during the recruitment process and we encourage you to complete any vetting documents quickly to avoid delays. Any DBS checks required will be carried out by a third-party registered body and financial probity checks may also be required for some of our roles.   

We occasionally close vacancies early in the event we receive a high volume of applications, and therefore, we recommend you apply early. If you require a reasonable adjustment due to a disability which means you may need longer to complete your application please contact us as soon as possible.

We want all of our Partners to have a good work-life balance and we support flexible working. This might mean flexible or compressed hours, job sharing or shorter hour contracts, where possible. Please discuss this further with the hiring manager during your interview.  

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