Reward Manager

Channel 4; Manchester; On-site; GBP 60,000 - 90,000; Full time

Job summary

Channel 4 is recruiting a Reward Manager in Manchester to support the delivery of the reward strategy, ensure accurate and timely pay and recognition processes, and provide governance with data-driven recommendations.

You will manage the annual reward cycle, benchmarking, role evaluation, and advisory support to People Partners and managers, while driving continuous improvement across reward operations and reporting.

Qualifications

• Strong experience in reward or compensation with annual reward cycles and related processes.
• Solid understanding of reward principles, pay frameworks, incentives, benchmarking, and governance.
• Excellent analytical skills with attention to detail for complex data and reporting outputs.
• Familiarity with grading methodologies and job evaluation processes.
• Experience using reward survey data, benchmarking platforms or pay analytics tools.
• Experience coordinating cross-functional activity with People, Payroll, Finance and Systems teams.
• Strong project management and organisational skills to manage deadlines and priorities.
• Confident stakeholder management and clear communication of reward processes.

Responsibilities

• Support the delivery of Channel 4’s reward strategy by translating priorities into operational plans and guidance.
• Manage the annual reward cycle, including pay review and bonus processes, with governance and data inputs.
• Partner with People Partners, Finance, Payroll and Systems to ensure timely, accurate reward activity.
• Coordinate reward data, modelling and analysis for pay, bonus, benchmarking and pay equity.
• Lead market benchmarking activity, including survey participation and analysis for recommendations.
• Provide reward advice and guidance on pay decisions, role evaluation, incentives and policies.
• Maintain and improve reward processes, templates, guidance and documentation for consistency.
• Prepare reward reports and briefing materials for People leadership and governance forums.
• Support operation and governance of pay frameworks and incentive schemes.
• Collaborate with external survey providers on data requests, outputs and invoicing.

Skills

Reward management

Pay benchmarking

Data analysis

Stakeholder management

Project management

Pay equity

Job evaluation

Excel skills

Job description

Reporting to: Head of People Operations & Experience

Direct reports: Senior Reward Analyst

Location: Manchester

Job Grade: M

DEPARTMENT DESCRIPTION

The People Team are role models for the behaviour and values of Channel 4. Our people processes/activities remove complexity and support fast decision making across the organisation.

We understand our people like we understand our viewers – our data and insight allow us to engage with them in the right way, at the right time. We coach and guide the business using best practise to enable them to lead in an engaging and inspiring way.

We work collaboratively across Inclusion, People Operations, People Partnering, Reward, Systems and Talent & Development to support the business in creating a high-performance, inclusive environment that enables Channel 4 to deliver on its remit and produce award-winning content.

JOB PURPOSE

As Reward Manager you will support the delivery of Channel 4’s reward strategy, ensuring reward processes are delivered accurately, consistently and on time. Working closely with the wider People team and Finance, you will help to translate reward priorities into practical plans, processes and guidance that support fair, competitive and well-governed pay and recognition practices.

You will manage the planning, coordination and delivery of cyclical reward activities, including annual pay review, bonus processes, remuneration survey submissions, benchmarking analysis, role evaluation support and mandatory pay gap reporting. You will provide hands‑on reward expertise to the People team and business stakeholders, using sound judgement and accurate data to support clear recommendations and robust governance.

You will also contribute to continuous improvement across reward operations, helping to simplify processes, improve employee and manager experience, and ensure reward activity is aligned with Channel 4’s values and commitment to equity and inclusion.

KEY RESPONSIBILITIES

• Support the delivery of Channel 4’s reward strategy by translating agreed reward priorities into clear operational plans, processes and guidance.
• Manage the annual reward cycle, including pay review and bonus processes, ensuring timelines, governance, communications, data inputs and approvals are well coordinated.
• Partner with People Partners, Finance, Payroll and People Systems to ensure reward activity is delivered accurately, efficiently and in line with agreed controls.
• Coordinate reward data, modelling and analysis to support pay, bonus, benchmarking and pay equity activity, ensuring outputs are accurate, clearly presented and insight led.
• Lead market benchmarking activity, including survey participation, data submission, analysis of market outputs and preparation of recommendations for review.
• Provide practical reward advice and guidance to People Partners and managers on pay decisions, role evaluation, incentives and reward policies, escalating the most complex queries and sensitive matters to the Head of People Operations & Experience as appropriate.
• Maintain and improve reward processes, templates, guidance and documentation to support consistency, transparency and ease of use.
• Prepare accurate reward reports, papers and briefing materials for People leadership and governance forums, contributing analysis and recommendations where required.
• Support the operation and governance of pay frameworks, incentive schemes and reward policies, identifying opportunities to improve clarity, fairness and effectiveness.
• Work with external suppliers and survey providers, including Willis Towers Watson and Spktral, coordinating activity, data requests, outputs and invoicing within agreed budgets.
• Monitor relevant reward, pay and employment developments, supporting updates to processes, policies and communications as required.
• Manage monthly payroll sign-off activity in collaboration with Payroll and Finance, ensuring reward-related changes are accurate and appropriately approved.
• Line manage and develop the Senior Reward Analyst.

ESSENTIAL EXPERIENCE & SKILLS

• Strong experience in reward or compensation, with practical experience of delivering annual reward cycles and related processes.
• Solid understanding of reward principles, pay frameworks, incentive schemes, benchmarking, role evaluation and reward governance.
• Excellent analytical skills, with strong attention to detail and the ability to work confidently with complex data, spreadsheets and reporting outputs.
• Familiarity with WTW Global Grading methodology (or similar) and job evaluation processes.
• Experience using reward survey data, benchmarking platforms or pay analytics tools.
• Experience coordinating cross-functional activity or projects with People, Payroll, Finance and Systems teams to deliver accurate and well-controlled outcomes.
• Strong project management and organisational skills, with the ability to manage deadlines, dependencies and competing priorities during cyclical activity.
• Confident stakeholder management and communication skills, with the ability to explain reward processes clearly and build credibility with People colleagues and business stakeholders.
• Experience preparing clear reports, guidance, briefing notes or presentations using accurate data and concise recommendations.
• A continuous improvement mindset, with experience improving processes, controls, templates or user guidance.
• Commitment to fair, inclusive and transparent reward practices that support Channel 4’s remit and values.

DESIRABLE EXPERIENCE & SKILLS

• Experience managing or coaching a colleague, including setting priorities, reviewing work and supporting development.
• Experience in media, broadcasting, creative industries or a similarly complex organisation.
• Exposure to pay equity analysis, DEI-focused reward activity or gender/ethnicity pay gap reporting.