Pay, Rewards and Benefit Manager

First Military Recruitment Ltd; Reading; On-site; GBP 69,000 - 96,000; Full time

Job summary

First Military Recruitment Ltd is seeking a Pay, Rewards and Benefit Manager in Reading. The role delivers compensation components of the reward strategy, including overseeing mobility services, with line management of a mobility enablement role and up to two analysts or coordinators.

The successful candidate will manage domestic and international mobility, oversee pay review processes, and ensure compliance with governing regulations. Hybrid role, 2–3 days in office.

Qualifications

• Experience delivering compensation components within a reward strategy.
• Experience managing mobility enablement and international mobility.
• SC clearance preferable (or lapsed within the last 12 months).

Responsibilities

• Maintain and communicate pay ranges, allowances, and variable pay.
• Provide mobility framework policy and process guidance via Mobility Enablement role.
• Produce statutory reports, including gender pay gap analysis, with compensation insights.
• Advise on pay agreements across the business, supporting IR lead in TU discussions.
• Line manage reward professionals and develop talent within the team.
• Liaise with HR to ensure compensation data uploads into payroll and ensure compliance.
• Oversee the annual pay review process and staff incentive distribution.

Job description

GC166: Pay, Rewards and Benefit Manager
Location: Reading - 2 to 3 days per week in the office
Salary: £50 - £70 per hour
IR35:
Working Hours: 2 to 3 days per week in the office
Contract Length: 12-months
Security Clearance: SC clearance would be preferable but the client would accept SC clearance that has lapsed within the last 12 months

Overview

The successful candidate will be responsible for delivering the compensation components of the reward strategy, including overseeing the provision of a mobility service. It will also manage the operational delivery of compensation, including pay, allowance and incentive structures and communications. This role will include direct line management of a mobility enablement position and task management of up to two analysts or coordinators to support effective delivery.

Key Accountabilities

Reporting to the Head of Reward:

• Maintaining all compensation frameworks, including base pay, allowances, and incentives.
• Monitoring and evaluating the effectiveness of compensation programmes, with recommendations based on business input, professional insight, and data.
• Ensuring the delivery of a domestic and international mobility service that supports business needs whilst remaining appropriately competitive and benchmarked with other public sector defence bodies.
• Conducting regular benchmarking and market analysis to ensure competitive compensation offerings.
• Collaborating with HR and management to ensure compensation programmes are well-communicated and understood.
• Ensuring compliance with relevant laws, regulations, and any delegated authority or pay freedoms granted by the government.
• Meeting all internal and external audit requirements related to compensation.
• Providing expert advice and support to managers on compensation-related matters.
• Managing the annual pay review process and staff incentive distribution.
• The successful deployment of employees to overseas or domestic locations as required by the business.
• Offering professional guidance, leadership, and direction to reward professionals assigned to or reporting within this area.
• Monitor and evaluate the effectiveness of compensation programmes and make recommendations for change based upon business input, professional insight, knowledge and data.

Key Responsibilities

• Maintain and communicate pay ranges, allowances, and variable pay arrangements.
• Through a Mobility Enablement role, ensuring the communication and maintenance of a mobility framework, policy and process.
• Produce statutory reports, including gender pay gap analysis, with compensation insights and commentary.
• Advise on pay agreements across the business, acting as a subject matter expert and supporting the Industrial Relations lead in Trade Union discussions or negotiations.
• Generate and provide compensation-related data, including key performance indicators.
• Liaise with HR to ensure effective and compliant compensation uploads into payroll, offering oversight and guidance.
• Act as the focal point for all compensation-related internal and external audits, conducting internal checks and monitoring to proactively resolve issues.
• Line manage reward professionals providing professional development and holding to account for delivery.
• Provide professional guidance and share knowledge with reward colleagues.