Job summary
We are seeking an experienced and forward-thinking Head of Reward, Pay, Policy & Partnership to lead the Trust's strategic approach to reward, pay governance, benefits and People policy. Reporting to the Deputy Director of People Strategy, this is a senior and influential role shaping a modern, fair and sustainable reward environment across the Trust
You will play a key role in shaping our future reward strategy, strengthening our Employee Value Proposition, modernising our benefits offer and ensuring our pay frameworks are transparent, equitable and aligned to organisational priorities. This is an excellent opportunity for a strategic reward specialist who enjoys operating at pace in a complex, values-driven environment.
Closing Date: 23rd April
Provisional Interview Date: 4th May
Main duties of the job
- Leading the development and delivery of the Trust's Reward Strategy and long-term pay planning.
- Overseeing pay governance, local pay flexibilities, benefits development and job evaluation.
- Driving high-quality reward analytics, benchmarking and equality insights to inform senior decision-making.
- Building effective stakeholder relationships to ensure reward and policy activity supports organisational priorities.
About us
Please view the advert header and footer for more information on working for Guy's and St. Thomas' NHS Foundation Trust
Job description
Job responsibilities
Person Specification essential experience:
- Significant seniorlevel experience in reward, pay policy or pay governance.
- Strong analytical capability, including pay modelling, data analysis and benchmarking.
- Experience leading strategic change in reward, benefits or total reward.
- Excellent communication and influencing skills, with the ability to engage senior stakeholders.
- Strong understanding of equality, pay gap reporting and inclusive reward practices.
There is opportunity for hybrid working.
We welcome candidates from within or outside the NHS who bring deep reward expertise and the confidence to operate at senior level.
For any queries or to discuss the role please contact Samantha Eales at Morgan Law on 07785 241 561 or email sameales@morgan-law.com
Job description
Job responsibilities
Person Specification essential experience:
- Significant seniorlevel experience in reward, pay policy or pay governance.
- Strong analytical capability, including pay modelling, data analysis and benchmarking.
- Experience leading strategic change in reward, benefits or total reward.
- Excellent communication and influencing skills, with the ability to engage senior stakeholders.
- Strong understanding of equality, pay gap reporting and inclusive reward practices.
There is opportunity for hybrid working.
We welcome candidates from within or outside the NHS who bring deep reward expertise and the confidence to operate at senior level.
For any queries or to discuss the role please contact Samantha Eales at Morgan Law on 07785 241 561 or email sameales@morgan-law.com
Person Specification
Knowledge
Essential
- Master's degree, post graduate qualification or equivalent level of experience.
- Specialist knowledge to CIPD Level 7
- Evidence of continued professional learning / development.
Skills
Essential
- Ability to translate complex reward concepts into clear, practical guidance and reports
- Excellent communication, written and presentation skills including drafting Trust wide and national reports.
- Confident negotiator and influencer with credibility at Board and Partnership level
- Strong facilitation skills in partnership or contentious environments
- Highly developed analytical and data modelling skills with the ability to interpret complex workforce and pay data
- Sound political judgement astuteness in understanding and working with complex policy and diverse interest groups and knowing when to brief 'up he line'.
- Excellent communication, written and presentation skills including drafting Trust wide and national reports.
Experience
Essential
- Experience of advising and influencing at senior leadership level on reward, pay and workforce risk.
- Experience of managing budget
Person Specification
Knowledge
Essential
- Master's degree, post graduate qualification or equivalent level of experience.
- Specialist knowledge to CIPD Level 7
- Evidence of continued professional learning / development.
Skills
Essential
- Ability to translate complex reward concepts into clear, practical guidance and reports
- Excellent communication, written and presentation skills including drafting Trust wide and national reports.
- Confident negotiator and influencer with credibility at Board and Partnership level
- Strong facilitation skills in partnership or contentious environments
- Highly developed analytical and data modelling skills with the ability to interpret complex workforce and pay data
- Sound political judgement astuteness in understanding and working with complex policy and diverse interest groups and knowing when to brief 'up he line'.
- Excellent communication, written and presentation skills including drafting Trust wide and national reports.
Experience
Essential
- Experience of advising and influencing at senior leadership level on reward, pay and workforce risk.
- Experience of managing budget
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
