Reward Analyst

Corehr; Chelmsford; On-site; GBP 35,000 - 55,000; Full time

Job summary

An established industry player is seeking a People & Reward Insights Analyst to enhance their people agenda through data-driven insights. This role involves managing and presenting data to support decision-making across the organization. You will collaborate with various teams to ensure the accuracy of HR data and develop insights that drive positive change. If you have a passion for data and a knack for storytelling through analytics, this opportunity allows you to make a meaningful impact in a dynamic environment. Join a forward-thinking company committed to fostering a diverse and inclusive workplace where your contributions will be valued and recognized.

Qualifications

• Strong technical background in data management and interpretation is essential.
• Creativity in developing datasets and insights is highly valued.

Responsibilities

• Collect and analyze people-related data to provide insights on workforce trends.
• Develop dashboards and reports to track key people metrics.

Skills

Data Management

Data Analysis

Data Presentation

Creativity

Attention to Detail

Education

Bachelor's Degree in a relevant field

Tools

Power BI

Tableau

MS Excel

Job description

People & Reward Insights Analyst - Human Resources - Chelmsford

Job Title: People & Reward Insights Analyst

Department: Human Resources

Role Overview:

Reporting to the Head of People Operations and working closely with the People Director, the People & Reward Insights Analyst will play a pivotal role in driving the Company’s people agenda forward. Collating, formatting and presenting a wide range of people and reward data insights in interesting and informative ways using dashboards, reports and other media will bring themes, opportunities, challenges and stories to life and so create impetus for deeper understanding, in-time recognition and positive change.

Presenting data and insights to multiple stakeholders, with a range of varied interest points and levels of responsibility – up to Executive Leadership team level – both through dashboard and tools, but also in person will be a critical aspect of the role.

Working closely with the Company’s People, Finance and leadership teams to deliver consistent data insights that enable streamlined processes and decision-making across all aspects of the people agenda.

The Person

Competent in the management and presentation of data, but also in connecting the dots and bringing data to life will be key attributes for you in this position. Having a strong eye for detail, an inquisitive mind, tenacity, a passion for information and being a creative thinker will enable you to look beyond the obvious and bring personality to our understanding of the people aspects of our business.

• A solid technical background in data management will be essential to success.
• Experience in data interpretation and presentation is required.
• Creativity in developing datasets and insights, and their presentation, will be highly valued.

Key Responsibilities:

1. People Data Analysis & Reporting

• Collect, validate, analyse, and interpret people-related data to provide insights on a range of factors including workforce profile and trends, employee engagement, attrition, development and performance.
• Develop and maintain dashboards and reports using tools such as Power BI, Tableau, or MS Excel to track key people and workforce metrics.
• Provide data-driven insights to support workforce planning, including headcount forecasting, skills gap analysis, and talent pipeline tracking.
• Work closely with the People, Finance and business leadership teams to align people data and insights with business objective planning.
• Support a wide range of specific business initiatives, for example, diversity, equity, and inclusion (DEI), employee wellbeing, talent identification and structured learning programme delivery, by collating, validating and analysing demographic and people data trends and presenting them in a way that supports planning activities and – ultimately - the achievement of objectives.
• Conduct external benchmarking to compare the Company’s people metrics and performance with industry standards and best practices.

2. Employee Engagement & Performance Insights

• Analyse employee engagement survey results, provide clear insights and actionable recommendations to improve employee satisfaction and retention.
• Track and report on performance metrics, promotions, and career progression trends within the Company, highlighting areas or factors for improvement.
• Using a range of data sources, identify factors influencing employee attrition and retention, supporting the business in developing strategies for reducing attrition.

3. Data Integrity and Improvement

• Ensure the accuracy and integrity of people data held within the Company’s HRIS and other people systems, as well as working with the Company’s Finance and Technology teams to develop data alignment and improvements across the business.
• Identify opportunities to improve people processes using automation and better data management techniques.
• Develop and implement data governance policies to ensure compliance with data protection regulations (e.g., GDPR) and regulatory requirements.

4. Business Partnering & Stakeholder Engagement

• Work closely with the Company’s People, Finance, and leadership teams to translate people data into clear, compelling insights for both technical and non-technical stakeholders.
• Support the Company’s People team and leadership teams in decision-making related to talent management, compensation, benefits, and workforce strategy.
• Turn people data into high-quality source material for making strategic business recommendations.
• Monitor market trends in employee compensation, benefits, and working conditions to inform internal strategies.
• Analyse competitor data (where available) to identify opportunities for attracting and retaining top talent.

5. Reward Analysis

• Conduct market analysis and benchmarking of the Company’s compensation, benefits and reward offering to ensure competitive positioning and inform internal strategies.
• Develop insights into internal salary structures, incentive plans and variable compensation frameworks for the Company, to inform strategic and tactical decision-making.
• Support the development and administration of the Company’s performance evaluation and pay and reward processes.
• Through data analysis and insights, work with the People Director to ensure the alignment of compensation and rewards to the Company’s performance evaluation process.
• Perform cost analysis to measure the financial and engagement impact of the Company’s compensation and reward programmes, as well as its benefit scheme arrangements, raising recommendations for adjustment, change and progress to achieve performance and alignment improvements.
• Report on compensation metrics and financial performance to the Company’s leadership teams.

We understand the value that a diverse and inclusive working environment brings to Lambert Smith Hampton. We celebrate the different perspectives and insights that people can bring through their cultures and backgrounds. We are committed to equal employment opportunity regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or any other protected characteristic.