HR Business Partner

Job description

Job Title:

Pay & Reward HR Business Partner Band: 4 Salary: £48,027 - £54,751 Available Locations:
Liverpool The following locations listed below are restricted to contracted GCA staff already based in one of these offices:
London, Bristol, Manchester or York. External applicants are not eligible for these sites. If you select one of these locations as an external applicant your application will unfortunately be withdrawn. Contract Type:
Permanent

Hours:

Full Time Closing Date: 27-09-26 Interview Date(s): 12/13th October, Please note these interviews will be in person in the Liverpool office (subject to change)

Watch our Webinar on the above link and gain valuable insight into GCA and our recruitment processes.

Are you passionate about shaping a workplace culture that empowers people to do their best work? As a Pay & Reward HR Business Partner, you’ll be at the heart of the GCA’s mission, crafting the strategies that attract and retain the talent delivering value to the nation. This isn't just about policy—it’s about designing a reward landscape that motivates our workforce and helps solve the complex puzzle of modern talent retention.

Ready to make a real impact on our People Strategy?

Centred on our total reward and policy frameworks, this position plays a key role in designing, delivering, and continuously refining GCA's pay and reward strategy. You will deliver best-practice, fit-for-purpose solutions that help make GCA an outstanding workplace, including leading the pay award modelling for delegated grades. To support complex, high-profile deliverables, you will collaborate closely with key stakeholders across Corporate Services, Senior Leadership teams, and Trade Unions.

• Pay Award Modelling & Reward Strategy:
  Lead on designing pay award modelling scenarios, formulating options for consultation, and overseeing final implementation following central pay remit guidance.
• Assist the Head of HR Strategy, Reward and Policy in designing reward and benefit strategies that align with organizational goals, culture, and core values.
• Drive the GDaT pay framework by managing annual evaluation processes and aligning reward structures with industry best practice and compensation trends.
• High-Performance Culture:
  Manage the In-Year Reward Scheme, generating quarterly dashboards and auditing nominations to ensure fair, consistent, and inclusive application. Ensure the Performance Management framework actively supports the broader reward strategy.
• Financial Analysis & Policy Review:
  Conduct in-depth data analysis and financial modelling for policy proposals, executive briefings, and submissions to support evidence-led decision‑making. Review and simplify pay frameworks and policies, assessing affordability, equality impacts, and alignment with central pay controls.
• Stakeholder & Trade Union
  
  Collaboration:
  
  Build collaborative relationships across Corporate Services, Senior Leadership teams, central government entities, and Trade Unions. Provide key secretariat support for internal trade union meetings and input into trade union relations to enable positive policy and reward changes.
• Lead key HR reward projects and cross‑functional initiatives end‑to‑end.

• Pay & Reward Expertise:
  Deep knowledge of pay, reward, and benefits frameworks and their role in driving an inclusive employment experience
• Analytical & Financial Capability:
  Robust analytical skills to interpret complex data sets, perform precise financial modelling, and generate actionable strategic insights.
• Policy & Legislative Knowledge:
  Up‑to‑date knowledge of HR best practice, central pay controls, and employment legislation, with proven experience developing HR…