Talent & Partner

Join LGPS Central at a pivotal moment, where investment meets long-term impact.

This role is based in Wolverhampton and will play a key part in shaping and delivering LGPS Central’s reward and talent agenda, supporting our ambition to be a high‑performing, inclusive and future‑ready organisation.

The postholder will work closely with the Head of People and wider People team, including the Chief People & Transformation Officer, to lead high‑impact work across base pay, variable pay, benefits, pensions, benchmarking, job architecture, reward governance, talent, succession and capability planning. This will include responsibility for developing fair, transparent and market‑informed reward practices, while strengthening LGPS Central’s approach to critical talent and future‑focused roles.

As a trusted partner to senior leaders, the postholder will bring strong technical expertise, analytical depth and credible stakeholder influence. They will turn complex reward and talent data into clear recommendations that support confident decision‑making, strong governance and a positive employee experience.

This is a unique opportunity to help shape reward and talent practices that support the People Strategy, reflect regulatory expectations, strengthen organisational resilience and serve the long‑term interests of LGPS Central and its Partner Funds.

• Deliver LGPS Central’s total reward review in line with the People Strategy and agreed reward principles
• Lead activity across base pay, variable pay, benefits, pensions and total reward
• Help shape a fair, transparent and market‑informed reward framework
• Ensure reward recommendations support performance, inclusion and a positive employee experience
• Support reward practices that recognise performance, contribution and impact

• Lead the annual benchmarking cycle, working with external advisers where needed
• Deliver pay benchmarking, compa‑ratio analysis, market insight and reward modelling
• Support the design and development of job architecture and clear job levelling
• Turn analysis into clear, evidence‑based recommendations

• Partner with leaders to embed a robust approach to talent and succession
• Support talent identification, assessment and development planning
• Lead succession planning for key and high‑risk roles, including Executive succession where required
• Support readiness assessments, development actions and governance updates
• Help identify critical talent, development priorities and succession risks

• Lead the delivery and modelling of variable pay and incentive frameworks
• Support the integration of performance metrics into incentive design
• Ensure variable pay supports sustainable performance, strong governance and appropriate risk outcomes
• Connect performance and reward outcomes in a fair and credible way
• Promote clear expectations, consistent conversations and evidence‑based decisions

• Prepare high‑quality committee papers, analysis and recommendations
• Engage senior stakeholders, including SLG, Executive Committee and governance forums
• Manage relationships with external reward advisers and third‑party partners
• Present reward data, options and recommendations clearly and confidently
• Build trusted relationships across the business

• Own reward data, modelling and analysis, ensuring accuracy, confidentiality and governance
• Improve reward processes, reporting, data quality and system use
• Develop reliable pay modelling tools and analytical approaches
• Ensure reward activity is controlled, documented and auditable
• Support effective use of people systems across reward and talent

• Ensure reward recommendations reflect FCA requirements and governance expectations
• Support reward activity in line with risk culture, risk appetite and internal policies
• Identify and elevate reward‑related risks, issues and implications
• Build understanding of the LGPS landscape and Partner Fund expectations
• Support fair,…