Senior Reward Manager
Location: Watford (Hybrid – 3 days in the office)
Salary: £90,000 – £100,000
About the Company and the Role
Our client is a large, multi-site consumer business undergoing significant growth and transformation. With a sizeable and diverse workforce, the organisation is continuing to invest in its people agenda and reward capability.
This is an excellent opportunity for an experienced Senior Reward Manager to step into a broader leadership role. Reporting into the People leadership team, you will shape reward strategy, lead key compensation and benefits programmes, and provide expert guidance to senior stakeholders.
The role combines strategic planning with hands-on delivery across reward, analytics, governance and compliance.
Key Responsibilities
- Lead the development and delivery of the organisation’s reward strategy.
- Manage annual salary review and bonus processes across the business.
- Provide expert advice on pay structures, job evaluation and market benchmarking.
- Develop reward frameworks for a large hourly paid workforce, ensuring compliance with National Minimum Wage legislation.
- Deliver reward reporting and insights to support executive, board and investor decision-making.
- Oversee benefits and pension programmes, ensuring they remain competitive and cost-effective.
- Lead and develop a small reward team while supporting ongoing HR systems and process improvements.
- Line manage and upskill 2 team members.
Candidate Profile and Experience
- Strong understanding an experience working with National Minimum Wage legislation and reward governance is essential.
- Significant experience in reward, compensation and benefits within a large, complex organisation.
- Background in sectors with large frontline or hourly paid workforces such as retail, hospitality, leisure, aviation or care.
- Experience managing annual pay reviews, bonus schemes and salary benchmarking.
- Strong analytical and stakeholder management skills, with the ability to influence senior leaders.
- Previous people management experience and a collaborative leadership style would be advantageous but not essential.
This is a standout opportunity to take ownership of a high-profile reward function and work closely with senior leadership in a business where reward remains a key strategic priority.
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