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 practice to enable them to lead in an engaging and inspiring way.
We work collaboratively across Talent & Development, Talent Acquisition, Inclusion, and People Systems 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
This role supports the Reward Lead to deliver a market competitive reward offering through the provision of robust data analysis, modelling and effective delivery of BAU reward related tasks.
As a trusted adviser, you will contribute to the design, delivery and continuous improvement of reward processes, including the delivery of cyclical reward activities and provision of robust data‑led insights that support strategic decision‑making.
You will apply a strong understanding of reward principles and policies, alongside a working knowledge of adjacent HR disciplines, to exercise sound judgement and communicate complex information clearly and effectively.
This role requires a strong awareness of how reward integrates with the wider People function and contributes to overall organisational effectiveness.
KEY RESPONSIBILITIES
- Act as the first point of contact for reward‑related queries from the People team, Payroll or Finance, applying sound judgment and a clear understanding of policy and process, resolving issues efficiently and escalating where needed.
- Support the Reward Lead in delivering cyclical reward activities, including pay reviews, bonus schemes, salary benchmarking and budgeting, taking ownership of some elements and ensuring timely and accurate execution.
- Develop and maintain complex reward models to support cyclical activities, scenario planning and decision making, providing clear analysis and recommendations to the Reward Lead.
- Perform accurate job evaluation and levelling, supporting the integrity of the internal pay framework and providing sound advice on external salary benchmarking.
- Complete remuneration and benefits survey data submissions, providing clear analysis and interpretation of the results to support decision‑making by senior stakeholders and the Remuneration Committee.
- Contribute to reward related projects, playing a key role in the delivery of Total Reward Statements, mandatory reporting and incentive design.
- Supporting the Reward Lead with the development and evolution of the Reward Strategy and associated roll‑out of any changes to process or policy as a result.
- Ensure compliance with legal and regulatory requirements, including pay gap reporting and equal pay audits, maintaining accurate records and supporting audit readiness.
- Perform the reconciliation of monthly payroll to ensure compensation and benefit changes have been reflected correctly.
- Occasionally supporting the Benefits Manager with benefits management, analysis or cost modelling as required.
- Maintain data accuracy across reward systems and processes, ensuring the quality and reliability of information used by the team and stakeholders.
- Communicate complex or sensitive information clearly and appropriately to a range of stakeholders, supporting collaboration and informed decision‑making.
- Ad hoc data or modelling tasks as deemed suitable by the Reward Lead.
ESSENTIAL EXPERIENCE & SKILLS
- Proven experience in compensation/reward analyst roles, with a strong understanding of reward principles and how they apply in a business context.
- Strong analytical and data modelling skills with advanced Excel proficiency, and experience using and maintaining data in HR systems.
- Confident handling large datasets, creating large and complex models from scratch, and delivering insights that drive action and support strategic decisions.
- Comprehensive understanding of job evaluations, market remuneration data, completing data submissions, benchmarking and interpreting survey results (familiar with Willis Towers Watson methodology or similar).
- Excellent communication and presentation skills, with the ability to explain complex data clearly and influence a range of stakeholders.
- Strong relationship‑building skills, with an understanding of how your work supports the Reward and broader People strategy.
- Highly organised with meticulous attention to detail and a strong sense of confidentiality.
- Ability to work independently and collaboratively in a fast‑paced environment, demonstrating flexibility and adaptability to shifting business needs.
- Demonstrated ability to apply judgment based on analysis of information, and to understand how your work contributes to the performance and effectiveness of the wider team.
DESIRABLE EXPERIENCE & SKILLS
- Knowledge of UK pay legislation and mandatory reporting requirements.
- Familiarity with internal pay frameworks, their maintenance and evolution.
- Experience with benefits management, administration and working with external suppliers.
- Some knowledge of payroll processes.
- Experience with report writing, policy documentation and/or drafting communications.
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