Reward Manager - Executive

Executive Compensation Manager

Business Function:
Reward

Location:

100VE

Work-Level: 2A

General Purpose of Position Viewed:
This role provides support on all executive reward matters, including preparation for Remuneration Committee meetings, managing the production of the annual Directors' Remuneration Report and supporting shareholder engagement.

• Support on all aspects of governance around executive pay, including planning for Remuneration Committee meetings and drafting papers and preparing pre-read and supporting data and analysis for alignment meetings with key stakeholders.
• Manage the end‑to‑end process relating to the preparation of the annual Directors' Remuneration Report, collecting and validating data inputs, gathering input from internal and external partners, drafting the report narrative and working with external auditors to provide supporting data.
• Support the Head of Executive Compensation with all aspects of shareholder / proxy engagement, including research on shareholders, preparing supporting materials for consultation meetings, analysing outputs from shareholder discussions, reviewing proxy reports, responding to questions and preparing for the AGM.
• Review the effectiveness of the Remuneration Policy and its operation annually to assure compliance and alignment with standard process and good corporate governance.
• Input into executive short‑ and long‑term incentive scheme design and implementation.
• Oversee Non‑Executive Directors' fee administration including annual benchmarking process and payroll operations.
• Build strong relationships with key stakeholders such as the ULE, HRLT, Legal, Finance, PEX and the Reward team.
• Pro‑actively monitor the external landscape, keeping up‑to‑date realização de relevant legislation relating to reward issues (tax, share plans, pensions) as well as emerging trends, hot topics and pioneering reward practices.
• Contribute to global reward projects as required, supporting continuous improvement and innovation across the reward function.

Expected to demonstrate a high level of accountability and ownership on the individual remit, working directly with internal partners and external advisersíš, while collaborating with other members of the Executive Compensation team and the wider reward team.

• 3-4 years груд relevant experience in reward function with a strong understanding of global reward policies, practices, pay benchmarking and short/long‑term incentives. Ideally prior experience in executive compensation, either in‑house or consulting, including UK plc listed remuneration governance.
• Pro‑active and curious: self‑reliant approach to solving problems, comfortable with complexity and ambiguity, individual accountability for delivery outcomes.
• Communication: articulate written and verbal communication skills, able to convey complex information clearly and concisely.
• Analytical: strong analytical, numerical and problem‑solving skills, excellent attention to detail, able to interpret data and insights to apply a strategic context.
• Financial: understanding of business performance measures and financial instruments (e.g. share plans).
• Stakeholder Management: ability to manage and influence stakeholders at all organisational levels, experience managing diverse partners.
• Planning & Organisation: strong planning, organisation and project management skills, high volume workload handling, deliver results within deadlines, hold cross‑functional teams accountable.
• Collaboration:
  
  effective team player, works collaboratively across teams.
• IT
  
  Skills:
  
  advanced Microsoft Excel and PowerPoint; knowledge of Workday is useful.

• CHROs on the HR Leadership Team and their HR teams within the Business Groups
• Reward Leadership Team
• Business leaders including ULE
• Talent, Performance & OD&A team
• Global Performance Management finance team
• Head of Incentives and Pay Transparency
• Reward BPs in the field
• Other specialist teams (Communications, Investor Relations, Tax and Legal/CoSec)
• Internal operational partners (PEX, payroll, global equity)
• External partners, including Remuneration Committee…