Reward Manager recruitment

The Role

The Reward Manager has primary responsibility for the communication and delivery of the KPMG’s Reward Strategy within the UK. This includes the management of the annual salary and bonus review cycle and responsibility for the management of external relationships with reward specialists and survey providers.

Reporting directly to the UK Head of Performance Reward, the Reward Manager will work in close liaison with Lead HR Business Managers and HR Business Advisors in each area of the UK business to advise on the implementation of KPMG’s Reward Strategy.

This is an interim appointment for 9-12 months to cover a maternity leave. The role will be based in Watford, but frequent travel to Canary Wharf may be required. You must be available to start in March or early April

Responsibilities

Strategy

- Work with the UK Head of Performance Reward to provide input into the ongoing development of the Reward Strategy and associated Principles
- Work with the UK Head of Performance Reward to manage the continuous improvement of reward practices within the UK that support this strategy
- Support and advise on the delivery of this strategy through pro-active involvement with key functional stakeholders, Performance Management Leaders (PMLs), HR colleagues and other Centres of Excellence

Accountability and People Management

- Develop key business relationships within the KPMG People community, function leaders and PMLs; communicating and reinforcing the reward strategy and principles.
- Maintain a strong network of reward professionals in the UK outside of KPMG to assist in keeping up to date with current best practice and latest reward thinking.
- Performance manage, develop and coach resources within the Reward Team and HR team as required.

Policy and Process

Be responsible for the delivery of reward policies and processes. In particular to:

- Work with HR colleagues and function leaders to deliver salary frameworks, from sourcing appropriate salary surveys and benchmarking data to the development of frameworks and associated guidelines
- Undertake detailed pay and bonus modelling and conduct financial impact analyses of alternative models
- Project manage the annual salary and bonus review process in the UK ensuring that controls are in place and maximum value is gained from this spend
- Prepare presentations and reports as required for key executive meetings and stakeholder briefings
- Resolve policy issues arising from the day to day management of the Reward Strategy.
- Educate and coach the HR community in reward and develop tools to enable them to advise PMLs on how to make and communicate robust reward decisions that are linked to the principles.
- Input into and/or lead on Europe-wide policies and process as required.

Communications and PR

- Act as an ambassador for reward to promote the sharing of best practices within HR and across the KPMG network, especially within the UK
- Communicate the progress we are making in achieving our reward principles across KPMG through regular presentations to the People community and contributing to firm-wide newsletters
- Identify opportunities to further develop the total reward concept through internal websites and on-line tools for employees and potential employees
- Proactively look to promote the external profile of KPMG's reward strategy through contributing to articles in journals, entering award submissions and presenting and attending external conferences.

The Individual

Professional Expertise

- A professional in the field of HR with strong specialist reward experience
- Proven track record of development/implementation of reward schemes and frameworks including salary bonus review cycles, sourcing/collating market data
- Experience of working in a dynamic business environment with evidence of contributing to the development and implementation of a national strategy.
- Excellent numerical and analytical skills with advanced Excel capabilities are also a must.
- Proven ability to deliver high quality reports/presentation and analysis.
- Be a self-starter with the ability to work within ambiguity and able to execute according to project plans with a high level of attention to detail.
- A great communicator and influencer of audiences at all levels in the organisation. Strong team player with an ability to influence and make clear recommendations for improvement.
- A strong existing network of reward specialists would be an advantage.

Academic/Qualifications

- CIPD qualified or Diploma in Reward Management.