Reward Specialist

Barclays UK; London; Hybrid; GBP 50,000 - 70,000; Full time

Job summary

A leading company is seeking a Reward Specialist to manage the compensation cycle and lead strategic reward initiatives. This role involves working closely with Finance and HR to develop and maintain effective compensation programmes, requiring strong analytical skills and the ability to present insights to senior stakeholders. The position supports a hybrid working model, balancing in-office days with remote work.

Qualifications

• Experience with compensation and reward structures.
• Ability to handle large datasets and generate insights.
• Proven expertise in working collaboratively with teams.

Responsibilities

• Lead the compensation planning process and support reward transformation.
• Prepare high-quality materials for Group Remuneration Committee.
• Ensure compliance with regulations and manage external stakeholders.

Skills

Excel expertise

Data analysis

Communication skills

Job description

AsaRewardSpecialist,youwillplayavitalrolewithintheGroupRewardfunction,supportingboththeannualcompensationcycleandstrategicrewardtransformationinitiatives.YouwillleadthePayroundprocess,managingfixedpayandbonusplanningacrossthegroup,andworkwithlargedatasetstodeliverinsightsthatinformkeydecisions.WorkingcloselywithcolleaguesinFinance,HR,andseniorleadership,youwillensurethatrewardplansareaccuratelyfundedandalignedwithbusinessobjectives.Youwillalsopreparehigh-qualitymaterialsfortheGroupRemunerationCommitteeandactasatrustedpartnertotheGroupRewardDirector,deliveringclear,data-ledrecommendations.

Inadditiontocompensationplanning,youwillcontributetotheRewardChangeProgramme,helpingtosimplifyandautomatepaystructuresandprocessesacrosstheorganisation.YouwillusetoolssuchasWorkdaytoextractandanalyserewarddata,builddatatoolstosupportglobalteams,anddrivecontinuousimprovementinanalyticsandreporting.ThisLondon-basedrolefollowsahybridworkingmodel(anchordays:Monday,Tuesday,Thursday)andofferstheopportunitytomakeameaningfulimpactwithinawell-establishedteam.

TobesuccessfulasaRewardSpecialist,youshouldhaveexperiencewith:

• Considerableunderstandingofrewardandcompensationstructuresideallywithinthebankingorfinancialservicessector,includingbonusmechanisms,deferralschemes,andregulatoryconsiderations.
• DemonstratedexpertiseinExcel,includingtheuseofpivottables,PowerQuery,PowerPivot,andhandlinglargedatasets(100,000+rowsand300–400columns).
• Abilitytointerpretcomplexdatasetsandtranslatethemintoclear,actionableinsightsforseniorstakeholders.
• Experienceworkingwithcross-functionalteamssuchasFinance,HR,andseniorleadership,withconsiderablecommunicationandpresentationskills.

Youmaybeassessedonthekeycriticalskillsrelevantforsuccessinrole,suchasriskandcontrols,changeandtransformation,businessacumenstrategicthinkinganddigitalandtechnology,aswellasjob-specifictechnicalskills

ThisroleislocatedfromourLondonoffice

Purpose of the role

To develop, implement and maintain compensation programmes and provide advice to resolve any related issues.

Accountabilities

• Development (including design and related analysis), implementation and delivery of compensation programmes aligned to the organisation’s strategy and applicable regulations, including the provision of advice throughout the employee lifecycle and during the annual pay review, advising on related services and the resolution of reward and compensation issues from employees, people leaders, or regulators.
• Communication and engagement to educate employees and people leaders on the compensation offering and structure including in relation to salary, bonus, and allowances recognition schemes.
• Review the competitiveness and relevance of the compensation programmes including salary, bonuses and allowances, as appropriate.
• Administration and delivery of compensation services, including the planning of cyclical activities, developing and testing relevant processes and systems, and managing external vendors/stakeholders and engaging with other HR teams where relevant to ensure effective delivery of these.
• Compensation reporting, analytics and forecasting to support management decision-making during compensation programme development and the annual pay review, utilising internal and external data. .

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.