Policy & Governance Specialist - until 31st

To develop and implement executive compensation programmes and provide advice related to financial/ tax/ regulatory treatment of such programmes, in alignment with regulatory standards.

Responsible for the development, implementation and delivery of executive compensation policies/programmes, aligned with the organisation’s strategy and applicable regulations, market trends, and shareholder and proxy agency guidance.

Supporting executive compensation engagement with stakeholders including shareholders and other investors, regulators and the media.

Providing support to the senior population (principally Group ExCo) on reward and performance matters including performance management and objective setting, management and communication of compensation outcomes, responding to individual reward queries, tax information, financial advisor and broker liaison.

Providing advice and guidance on reward programmes including base salary, bonus, long-term incentives, equity compensation, setting of vesting periods and details of malus and clawback terms as appropriate.

Engagement on, communication of and operational delivery of deferred compensation plans and all employee share plans for the firm globally.

Ensuring regulatory conformance and managing associated reward processes.

Managing external disclosures related to reward including Annual Report reward disclosures, fair pay reporting, Pillar 3 remuneration disclosures, pay gaps disclosures and other applicable disclosures.

Supporting on planning and preparation for any new disclosure obligations for the firm.

Delivery of the annual reward cycle in collaboration with the Compensation Team, Finance, Risk, Compliance and other key teams, including working with finance to manage activity linked to reward accruals, budgets and reporting; governance around material risk takers and other similar populations; annual and ad hoc regulatory reporting on reward.

Supporting Group and subsidiary remuneration committees, including on incentive funding, market insights, regulatory obligations and other reward‑related matters.

To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness.

Collaborate closely with other functions/ business divisions.

Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function.

Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes.

If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.

OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments.

They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.

Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.

Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.

Take ownership for managing risk and strengthening controls in relation to the work done.

Perform work that is closely related to that of…