Reward Business Partner- 6 months Contractual

• 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.

• 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.

Pearson