Senior Pay & Reward Specialist - Synergy

Department for Environment, Food and Rural Affairs; York; On-site; GBP 41,000 - 55,000; Full time

Job summary

Join a leading government department as a Senior Pay & Reward Specialist, contributing to the development of innovative pay schemes and HR policies. This role demands excellent analytical skills and the ability to manage stakeholder relationships effectively while leading projects that impact recruitment and retention across various sectors.

Benefits

Civil Service Defined Benefit Pension

25 days Annual Leave

Flexible working options

Inclusive and diverse workplace culture

Learning and development opportunities

Qualifications

• Experience in HR or Reward environment.
• Strong customer focus and negotiation skills.
• Ability to manage and influence stakeholders.

Responsibilities

• Develop and maintain specialist pay policies.
• Support the launch of a new HR and Payroll IT system.
• Provide expert advice on complex pay policy issues.

Skills

Stakeholder Management

Analytical Skills

Interpersonal Skills

Communication

Education

Experience in HR or Reward

Job description

Senior Pay & Reward Specialist - Synergy

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Job Summary

Do you have great stakeholder management skills, an eye for detail and desire to impact change across whole organisations?

York – Kings Pool

Newcastle – Tyneside House

Bristol – Horizon House

London – 2 Marsham Street

Job Summary

Do you have great stakeholder management skills, an eye for detail and desire to impact change across whole organisations?

We are looking for a Reward Specialist to play a pivotal role in Defra's work to launch a new HR and Pay system alongside development of specialist and capability-based pay schemes to address recruitment and retention issues. This is a complex, high-profile project and requires an individual who is adaptable, able to prioritise effectively and takes the initiative, while being an effective team player.

Job Description

Leading on the development and maintenance of the specialist pay lead policies, capability based pay development working with the specialist areas within Defra such as vets, Digital, Science and commercial.

Supporting on the Defra group (Defra, APHA, RPA, VMD, Natural England and Environment Agency) launch of a new HR and Payroll IT system. Investigating current pay requirements, future changes and system pay implementation.

Leading and supporting planned and ad hoc reviews, developing and implementing required changes to policy. This will include:

• Maintenance of policies on pay and allowances,
• Development of new policies as required,
• Reviewing current processes, refining and changing where appropriate to deliver an efficient and quality service,
• Contributing to the delivery of reviews and projects,
• Supporting on specialist pay solutions,
• Provide expert advice to the business and senior stakeholders on complex pay policy issues and queries to deliver the right solution for the department,
• Managing stakeholder relationships,
• Gathering and interpreting data and insight from internal and external sources,
• Identifying risks and options and developing solutions for the business,
• Manage correspondence including briefings for senior officials, PQs and FOIs with due regard to deadlines and Department protocols.
  
  

Leading on the development and maintenance of the specialist pay lead policies, capability based pay development working with the specialist areas within Defra such as vets, Digital, Science and commercial.

Supporting on the Defra group (Defra, APHA, RPA, VMD, Natural England and Environment Agency) launch of a new HR and Payroll IT system. Investigating current pay requirements, future changes and system pay implementation.

Leading and supporting planned and ad hoc reviews, developing and implementing required changes to policy. This will include:

• Maintenance of policies on pay and allowances,
• Development of new policies as required,
• Reviewing current processes, refining and changing where appropriate to deliver an efficient and quality service,
• Contributing to the delivery of reviews and projects,
• Supporting on specialist pay solutions,
• Provide expert advice to the business and senior stakeholders on complex pay policy issues and queries to deliver the right solution for the department,
• Managing stakeholder relationships,
• Gathering and interpreting data and insight from internal and external sources,
• Identifying risks and options and developing solutions for the business,
• Manage correspondence including briefings for senior officials, PQs and FOIs with due regard to deadlines and Department protocols.
  
  

Person specification

To be successful in this role you will have worked in an HR or reward environment. You will have a strong customer focus coupled with good negotiation skills to manage and influence internal stakeholders. You will have strong analytical skills and an eye for detail to identify, evaluate and resolve issues.

Essential Skills And Experience

In your application you should demonstrate the following:

• Experience and a good understanding of HR and/or reward, that includes delivery of HR policy, process improvements or implementation of project work;
• Experience of working at pace and delivering quality outcomes which meet customer needs;
• Managing and influencing a range of stakeholders, particularly where there have been challenges;
• Excellent interpersonal skills to develop and maintain collaborative and productive working relationships;
• Strong analytical and data skills, able to critically review information and provide constructive feedback;
• Strong communication skills; written and verbal, including experience of drafting, reviewing and quality assuring reports, briefings, or the outcomes of complex casework;
• Organisational skills to prioritise own workload and meet potentially challenging deadlines, while maintaining a strong attention to detail;
• An understanding of the business practices and procedures that enable delivery across multidisciplinary teams and an awareness of the wider impact of the work Defra group Reward undertakes;
• The resilience and flexibility to adapt to changing priorities.
  
  

Behaviours

We'll assess you against these behaviours during the selection process:

• Changing and Improving
• Communicating and Influencing
• Managing a Quality Service
• Seeing the Big Picture
  
  

We only ask for evidence of these behaviours on your application form:

• Changing and Improving
• Communicating and Influencing
  
  

Alongside your salary of £41,220, Department for Environment, Food and Rural Affairs contributes £11,941 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Learning and development tailored to your role
• 25 days Annual Leave increasing to 30 after 5 years
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
  
  

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Ability and Experience.

Assessment Will Be Based On CV And 500 Word Personal Statement Submission, Strengths, Behaviours And An Online Numerical Test. We'll Assess You Against These Behaviours During The Selection Process

• Changing and Improving
• Communicating and Influencing
• Managing a Quality Service
• Seeing the Big Picture
  
  

We only ask for evidence of these behaviours on your application form:

• Changing and Improving
• Communicating and Influencing
  
  

After submission of the first stage of your application you will be invited to complete a Civil Service Numerical Test. If you successfully pass the test, you will be invited to complete the final stage of the application.

Please complete the online tests as soon as possible (within 24-48 hours is recommended), the closing date for the tests is 30/06/2025 on 23:55. If you fail to complete the online test before the deadline your application will be withdrawn. Guidance for the test will be available when you are invited to take the test. The tests are administered online and accessed via the CS Jobs website.

Do not leave completing the tests until the last minute in case you experience any access or technical issues. There may not be technical support available after business hours and after 2pm on the closing date of 30/06/2025.

IMPORTANT INFORMATION ON ONLINE TESTS

Our online test supplier will be performing scheduled maintenance between 4:00pm and 7:00pm on 22nd and 28th June 2025. There will be up to 1 hour during this time where candidates will not be able to access tests.

All online tests will be affected.

IMPACT FOR CANDIDATES

Candidates who are taking a test when the downtime starts will have their test paused. They will be able to pick up where they left off after the downtime. They can do this by accessing the test again from their application centre.

Candidates will not be able to launch new tests during the downtime.

Candidates reporting issues should be advised to return to take the test after 7:00pm on 22nd and 28th June 2025.

While the tests should work on most operating systems and modern browsers with a good internet connection, we cannot guarantee that every combination will work. At the beginning, the test will check which browser you are using, and alert you if it is likely to be incompatible.

It is highly recommended that you complete the online tests on a desktop computer, not a mobile phone or tablet.

Please note that online tests associated with this vacancy are not subject to time limits; for further information visit the Reasonable adjustments for online tests - a candidate guide

Application Process

As part of the application process you will be asked to complete a CV, personal statement, and behaviour examples.

Further details around what this will entail are listed on the application form.

Sift

Should a large number of applications be received, an initial sift may be conducted using the lead behaviour, Changing and Improving. Candidates who pass the initial sift may be progressed to a full sift based on CV, personal statement and behaviour examples, or progressed straight to assessment/interview.

Sift and interview dates to be confirmed.

Interview

If successful at application stage, you will be invited to interview where you will be assessed on strengths and 4 listed behaviours (Changing and Improving, Communicating and Influencing, Managing a Quality Service and Seeing the Big Picture).

A presentation or additional exercise may also be assessed.

Your interview will either be conducted face to face or by video. You will be notified of the location if you are selected for interview.

Location

As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s)

Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes.

Successful applicants currently employed by the hiring Defra organisation for this post may choose to remain in their current contractual location or may choose to change contractual location to one of those listed above. This should be discussed and agreed prior to proceeding with pre-employment processes.

The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations.

Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee.

The successful candidate is required to carry out all their duties from a UK location, and cannot do so from an overseas location at any time.

Defra includes the core department, APHA, RPA, Cefas and VMD.

Reserve List

A reserve list may be held for a period of 12 months from which further appointments can be made.

Near Miss

Candidates who are judged to be a near miss at interview may be considered for other positions in Defra which may be at a lower grade, but have a potential skills match.

Merit Lists

Where more than one location is advertised, candidates will be posted in merit order by location. You will be asked to state your location preference on your application.

Salary

New entrants to the Civil Service are expected to start on the minimum of the pay band. The internal roles rules apply to existing Civil Servants, i.e. level transfers move on current salary or the pay range minimum, transfers on promotion move to new pay range minimum or receive 10% increase. Either case is determined by whichever is the highest.

Visa Sponsorship Statement

Please take note that Defra does not hold a UK Visa & Immigration (UKVI) Skilled Worker License sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship.

Criminal Record Check

If successful and transferring from another Government Department, a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [e-mail] stating the job reference number in the subject heading.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via [e-mail] as soon as possible before the closing date to discuss your needs.
• Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.
  
  

Accessibility

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Internal Fraud Database Check

Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

NSV

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

Higher Security Clearance

Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter.

Childcare Vouchers

Any move to DEFRA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.

Feedback will only be provided if you attend an interview or assessment.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Ability and Experience.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This Job Is Broadly Open To The Following Groups

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
  
  

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact

• Name : Ian Smith
• Email : [e-mail]
  
  

Recruitment team

• Email : [e-mail]
  
  

Further information

If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance, you should contact Government Recruitment Services via email: [e-mail]

If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: here

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Information Technology

• Industries

  Government Administration

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