Join our Talent team as a Reward & Workforce Planning Partner. In this high-impact role, you will work closely with the Head of Talent, Finance, and senior stakeholders to make data-led decisions on pay, progression, and workforce planning. Your responsibilities will include supporting the implementation of reward frameworks, leading the operational delivery of reward activities, and supporting workforce planning processes. You will also translate people data into actionable insights and support organizational design and succession planning. This is an exciting opportunity to redefine how we approach progression, development, and workforce planning as we scale.
About the role
- This is a high-impact role for someone who isn’t afraid to do things differently, are passionate about development, and bring bold ideas that shape how we make people decisions - Experience supporting workforce planning, headcount management, or organisational design processes - Collaborative and relationship focussed, with a partnership mindset - Proven experience independently delivering reward or workforce planning processes end-to-end within a complex organisation - Able to operate with minimal supervision, bringing prior experience and judgement to navigate ambiguity and complexity - Strong understanding of reward, benchmarking, and pay frameworks - Ideally, the successful candidate will bring experience across reward and/or workforce planning in a complex organisation. To succeed in this role, you will also have some of the following skills: - Ability to translate data into insight and clear recommendations - Strong attention to detail, with the ability to see the bigger organisational picture - Able to balance data, equity, and business need in decision-making - Pragmatic and solutions-focused, able to operate within defined frameworks while improving them over time - Comfortable working with senior stakeholders and influencing decision-makingKey missions
- Support the implementation and evolution of reward frameworks, ensuring alignment with organisational principles and external positioning.
- Lead the operational delivery of reward activities, including salary reviews and promotion cycles; end to end project management including ownership of third-party relationships for our HRIS system set up.
- Support workforce planning processes in partnership with Finance and senior stakeholders; build and maintain headcount and workforce planning models to support scenario planning.