Senior Reward Analyst - Directorate; FTC

18 month FTC role

The People Directorate enables the Bank to attract, develop and retain the talent needed to fulfil its mission. We do this by shaping people strategy, providing expert advice and services, and delivering the core processes that help colleagues thrive.

Our work spans advisory and operations (including AskHR and payroll), people strategy and insights (data‑driven people analytics and strategic partnering), talent and leadership, inclusion, and specialist centres of excellence like Reward and Employee Relations.

Reward sits within the People Directorate. We design and run the Banks reward strategy across pay, job architecture/evaluation, pensions, benefits, wellbeing and recognition.

We lead the Annual Salary Review undertake equality analytics and are currently undertaking a multi‑year Pay Framework Review to review our future approach to pay.

• Conduct detailed analysis of reward data to support the delivery and continuous improvement of reward across BAU and project environments.
• Take a leading role in cyclical and project related reward activity, including:
• ASR (Annual Salary Review)
• Annual Market Salary Benchmarking
• Gender and Ethnicity Pay Gap
• Policy review and maintenance
• System development and maintenance to support reward processes
• Production of reports, insights and presentations for senior stakeholders.
• Support and contribute to the Job Evaluation processes
• Drive continuous improvements and efficiencies on Reward processes including HR systems
• Act as a subject‑matter expert on reward topics, working autonomously on dedicated work streams and partnering with local business areas
• Apply technical knowledge and judgement to analyse issues and provide high‑quality advice
• Keep engaged with the external environment alongside the ongoing needs of the Bank as an organisation.

Minimum Criteria

• A genuine interest, understanding and experience of Reward and external market trends
• Strong analytical capability and the ability to interpret complex data sets, providing clear and meaningful insights through written papers and presentations.
• High proficiency in Excel, including advanced functions and data analysis tools.
• Problem‑solving mindset with the ability to make sound, evidence‑based recommendations and decisions.

Essential Criteria

• Excellent communication skills, with the ability to convey technical concepts in a clear and compelling way to varied audiences.
• Strong organisational and time‑management skills, including the ability to balance multiple priorities.
• Ability to work both independently and collaboratively across teams, building effective working relationships.

Desirable Criteria

• Experience working in a Reward function or a background in a HR function.
• Oracle experience or experience with global HR platforms to manage employee records, job architecture, and pay cycles.
• Experience and proficiency in job evaluation methodologies.
• Experience using Data Visualization Tools:
  Experience with Power BI, Tableau, or similar software to present complex pay insights to stakeholders in a clear, actionable format.

The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve.

At the Bank of England, we want all colleagues to feel valued and respected, so we're working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best  celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that its by drawing on different perspectives and experiences that well continue to make the best decisions for the public.

We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We've also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they're needed.

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