Job Description
Purpose of the role
To develop, implement and maintain compensation programmes and provide advice to resolve any related issues.
Accountabilities
Development (including design and related analysis), implementation and delivery of compensation programmes aligned to the organisation’s strategy and applicable regulations, including the provision of advice throughout the employee lifecycle and during the annual pay review, advising on related services and the resolution of reward and compensation issues from employees, people leaders, or regulators.
Communication and engagement to educate employees and people leaders on the compensation offering and structure including in relation to salary, bonus, and allowances recognition schemes.
Review the competitiveness and relevance of the compensation programmes including salary, bonuses and allowances, as appropriate.
Administration and delivery of compensation services, including the planning of cyclical activities, developing and testing relevant processes and systems,



and managing external vendors/stakeholders and engaging with other HR teams where relevant to ensure effective delivery of these.
Compensation reporting, analytics and forecasting to support management decision-making during compensation programme development and the annual pay review, utilising internal and external data. .
Analyst Expectations
To perform prescribed activities in a timely manner and to a high standard consistently driving continuous improvement.
Requires in-depth technical knowledge and experience in their assigned area of expertise
Thorough understanding of the underlying principles and concepts within the area of expertise
They lead and supervise a team, guiding and supporting career development, allocating work requirements and coordinating team resources.
If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for collea

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