Total Rewards Partner

Titan Wealth is a fast-growing wealth management business, both in the UK and internationally. It has evolved a fairer, more efficient and effective business model, structured to deliver leading advice-led wealth management services, giving financial advisers and their clients the best opportunity to fulfil their dreams and ambitions.

We provide a dynamic work environment full of opportunity, one where both individual and team initiative and contribution is encouraged, so that together we can deliver better outcomes for our clients over the long term.

We are looking for an experienced and hands-on reward professional who can take ownership of the day-to-day delivery of Titan's reward agenda in a fast-growing, acquisitive and evolving business. This is a highly operational role requiring someone who is comfortable rolling their sleeves up and delivering the technical work themselves, including salary reviews, bonus cycles, benchmarking, job grading, reward governance and reporting.

Titan is currently working with an external reward consultancy to establish and formalise the Group's reward infrastructure, frameworks and governance, and we need someone who can help embed that framework, maintain it and evolve it over time as the business grows.

The successful candidate will be highly organised, commercially minded and comfortable operating independently, with strong stakeholder management skills and the credibility to work effectively across HR, Finance, Compliance, Payroll, Tax and external advisers. They must also have previous people management experience, including coaching, mentoring and performance management, with the ability to develop capability in others whilst maintaining high standards and accountability.

This role will therefore suit someone who enjoys execution, implementation and continuous improvement, and who is comfortable maintaining and evolving an established reward framework over time, rather than someone seeking a purely strategic leadership position.

• Lead the ongoing development and management of the group's job-grading and levelling framework.
• Grade new and materially changed roles, applying the job-evaluation differentiators consistently, and maintain the evidence behind each decision so grades are defensible on challenge.
• Lead on the ongoing development and implementation of the job architecture behind the grading framework: job families, career levels and progression criteria - so colleagues can see what the next level requires and managers have something objective to appoint and promote against.
• Operate the re-grade query and appeal route with the HR Business Partners, within a defined response window, so queries are resolved as reward decisions rather than escalating into grievances.
• Keep job titles, grades and bands standardised across entities as the organisation changes, and hold the line where local practice diverges.
• Maintain the salary structure, bands and ranges by grade and by geography, and review them against market at each benchmarking cycle.

• Run the annual salary review end to end for the whole population, within the budget agreed with Finance and the Group HR Director: manager guidance, recommendation tooling, the approval workflow, loading approved changes in HiBob, and communication to managers and employees.
• Run the annual benchmarking exercise using recognised market data (WTW, Mercer, McLagan or equivalent), identify outliers above and below range, and provide the evidence base on which pay decisions are made.
• Complete the annual data submissions to benchmarking providers, maintaining accurate job matching so the data Titan buys back is reliable.
• Operate the pay governance that prevents in-year drift: offer approval against range for new hires, promotion and out-of-cycle increase approval, and counter-offer and retention payment governance, with anything outside range approved at the right level and recorded.
• Market-price new and hard-to-fill roles for Talent Acquisition, so offers are made against evidence rather than candidate expectation.
• Provide the reward input to the annual budget and planning cycle: pay review affordability modelling, bonus accrual forecasting, and the cost of market movement and statutory increases.
• Ensure salaries are reviewed consistently and on a published cycle, so that any employee or manager can be told how a pay decision was reached, and maintain the reward calendar so cycles run to plan and do not collide.

• Own the annual statutory gender pay gap calculation, submission and published narrative, extending to ethnicity and disability where data quality allows.
• Run the underlying pay-equity and equal-pay analysis, identify the drivers of any gap, and put recommended actions with a timeline and a named owner to the Group HR Director.
• Lead the assessment and preparation for emerging pay transparency obligations, making…