Business Partner

Pay & Reward Business Partner - 6-Month Contract, Inside IR35 - Hybrid Edinburgh, 2days pw

Rate: DOE

Harvey Pub Sec client is looking to recruit a specialist pay & reward expertise and hands-on delivery support across the clients pay and reward arrangements.

You will work closely with the People & Culture team and senior stakeholders to ensure the clients reward frameworks remain robust, market-informed, internally equitable and aligned to organisational requirements.

The role will have a particular focus on supporting current organisational design and workforce activity, including job evaluation, pay benchmarking, grading and reward analysis, alongside the development and improvement of benefits, reward processes, governance and supporting data.

This is a delivery-focused role requiring an experienced reward practitioner who can quickly understand the organisation, provide credible specialist advice and independently progress defined pieces of work.

Key Responsibilities

• Lead and undertake job evaluation activity for new and evolving roles, ensuring consistency of approach and appropriate supporting documentation.
• Provide specialist advice on job sizing, grading and organisational design implications, working closely with People & Culture colleagues and business leaders.
• Conduct external pay benchmarking using appropriate market data and provide clear, evidence-based recommendations on salary positioning.
• Review and analyse the Bank's existing pay and grading arrangements, identifying issues relating to internal equity, market competitiveness, pay compression or other reward risks.
• Support the development and refinement of salary ranges, pay architecture and associated reward governance.
• Provide reward analysis and advice to support recruitment, promotion, retention and organisational change decisions.
• Support gender pay gap and wider equal pay analysis, identifying trends, risks and appropriate actions.
• Undertake modelling and analysis to assess the cost and organisational impact of potential reward changes.
• Support the review and development of reward policies, processes and guidance, ensuring they are clear, proportionate and consistently applied.
• Provide specialist input into the Bank's annual pay award and pay review activity, in conjunction with the Scottish Government Finance Pay Policy Team.
• Produce clear reward papers, analysis and recommendations for senior management and relevant governance forums.
• Ensure reward decisions and recommendations take appropriate account of the Bank's public-sector context, equality obligations and wider governance requirements.
• Improve reward data, documentation and processes to leave sustainable approaches and tools in place at the end of the assignment.

Key Skills & Experience

We are looking for an experienced Reward professional with:

• Significant specialist experience across compensation, reward and job evaluation gained within Financial Services.
• Practical experience of job evaluation and grading methodologies, ideally gained within a complex or professional-services environment.
• Demonstrable experience of salary benchmarking and interpreting external market data.
• Experience developing or reviewing salary structures, pay ranges, reward frameworks along with designing and implementing incentive schemes. Expertise in Long Term Incentive Plans (LTIP) would be beneficial.
• Proven analytical capability, with the ability to translate complex reward data into clear recommendations.
• Experience of gender pay gap, equal pay and internal pay-equity analysis.
• Sound knowledge of reward governance and the employment/equality considerations associated with pay decisions.
• Experience supporting organisational design, restructuring or significant role change would be particularly valuable.
• Stakeholder-management skills and the credibility to advise senior leaders on sensitive reward matters.
• The ability to work independently, prioritise competing requirements and deliver at pace within a defined contract period.
• Excel skills and confidence working with HR, payroll and market-remuneration data.