Senior Reward Manager

Given the seniority of this role, you will engage regularly and directly with a broad set of internal and external stakeholders:
Head of Reward — your direct line; a close collaborative partnership with significant mutual exposure Chief Financial Officer and Finance leadership — joint ownership of compensation budgets, headcount planning, and cost modelling Chief People Officer / HR Director — contributing to the people strategy agenda and translating it into reward design Executive Committee members — advising on senior-level pay decisions, role levelling, and retention arrangements Remuneration Committee (Rem Co) — supporting the preparation and delivery of Rem Co papers, data packs, and governance materials General Counsel and Compliance — navigating FCA remuneration code obligations and regulatory disclosures External advisers and remuneration consultants — managing relationships with benchmarking providers and reward consultancies People Business Partners — translating reward frameworks into practical guidance for the business

Key Responsibilities Lead the end-to-end annual compensation review cycle — from budgeting and benchmarking through to award letters and manager briefings Own the preparation and presentation of Rem Co materials, including total remuneration analyses, policy proposals, and year-end reporting packs Drive the firm's pay benchmarking strategy, selecting and participating in relevant surveys and translating findings into actionable insight Lead on job architecture and grading, ensuring a robust and consistent approach to role levelling across the firm Oversee the benefits programme end to end — vendor management, renewal cycles, employee communications, and ongoing enhancement Act as the internal expert on FCA remuneration code compliance, supporting disclosures and regulatory submissions Develop and maintain reward policies, ensuring they are fit for purpose, clearly communicated, and consistently applied Partner with Finance on compensation cost modelling, scenario planning, and headcount-related budget management Lead on gender pay gap analysis and reporting, with accountability for narrative and action planning Identify and drive continuous improvement across reward processes, systems, and analytics capability

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