HR Heads is looking to appoint an innovative International Performance & Reward Manager for a global FMCG business, based in north Hampshire.
- 2nd August 2022
- £85-100,000 + car allowance + benefits
- Permanent / Full Time
or call our Hampshire office 01962 432001
The role of the International Reward and Performance Manager sits with the UK-based HR team reporting to the International HR Director.
The reward team is one of the largest within the international HR team, with three direct reports: two Reward Analysts and a Wellbeing Lead.
The salary on offer is £85-£100,000 plus a car allowance and benefits.
A hybrid working schedule is offered with 3 days working in the office and 2 days at home.
The role’s focus is to own, and effectively drive the reward agenda in order to engage employees and incentivise high levels of business performance; essentially to ensure that the talent is effectively recognised, rewarded and incentivised – and therefore energised – to deliver the best possible business results.
Furthermore, the organisation believes that the wellbeing agenda is a central part of energising performance and this role will also define and lead the company’s progressive thinking and activity in this area.
This is an opportunity to manage, guide and influence incentives, pay, mobility, benefits and employee services for a truly global business and a cornerstone of the wider group of companies, as well as to oversee and further develop a truly class-leading wellbeing programme.
This will all need to be done in close collaboration with the overall business leadership, as well as various HR Directors and business unit leadership teams.
Your key stakeholders in this role are the global leadership team, the UK-based business units, plus several international locations without a reward team of their own; altogether there are around 500 employees in 12 countries overall.
In addition, the role holder will also act in an influential advisory capacity with our larger, stand-alone international business units.
Key duties and accountabilities:
- Inspire, motivate and lead a highly willing, but developing reward and wellbeing team, enabling them to fulfil their full potential
- Develop and deliver a fully rounded reward approach to drive business performance in consultation and partnership with HRDs and business unit leadership teams.
- Lead the continual development and enhancement of reward approaches, systems and processes always looking for more efficient ways to transact.
- Develop and lead all stages of the annual pay review process, including design and delivery, advice and guidance on economic indicators, external market trends and annual collective bargaining for all UK employees and international functions. Working with CEO and reward to calculate and communicate the annual salary review and incentive payments for global senior managers and executives.
- Convene and manage the annual cycle of the incentive working group, with regular and direct liaison to the CEO, CFO and IHRD.
- Work closely with group finance in the operation of both LTIP and STIP schemes. This includes scheme design, establishment and communication of targets and the tracking of progress and communication of results.
- Make recommendations for developing the reward offer for key areas of talent and critical capability.
- Manage and creatively develop UK benefits provisions including PMI, health and dental, car schemes etc to motivate and inspire our people.
- Leadership of a UK wellbeing programme that supports the needs of our employees and contributes to overall business performance. through building health and resilience. Seek opportunities to assist the Global business in the development of their own wellbeing programmes.
- With the support of the reward analyst team, and in collaboration with group finance, fulfil ongoing and ad hoc reporting responsibilities (salary survey submissions, benchmarking, incentive financial accruals, succession & talent management data, gender pay and financial regulatory reporting).
- Take on ad hoc reward projects as required i.e. benchmarking studies, incentive reviews, labour market reviews, compliance reporting, diversity measurement, process improvement and automation etc.
- Act as a subject matter expert/internal consultant on reward matters to business unit HR teams.
- Develop the ability of HR shared service colleagues to perform the day-to-day reward activities.
- Manage relationships with key external partners and advisors – i.e. tax and immigration specialists, relocation partners, auditors etc.
- Own and manage the annual reward and benefits budget.
- Establish, tender, negotiate and maintain reward and benefits supplier partnerships and ensure that relationships remain relevant and commercially viable.
- Liaison with reward and pensions teams as part of group-wide initiatives.
- Advise business unit HR teams on international mobility; source / interpret advice on costs, permits and visas, taxation and effective design and structure for the move, and facilitate partnerships with third-party suppliers to provide expert advice and services and international HR and payrolls.
Internal: HR team, finance team, Payroll, business unit executive teams, CEO, CFO, UK-based Managers and Directors, broader group HR and reward network and direct reports
External: Reward consultants/businesses, suppliers/vendors, business
groups, networking groups, tax and immigration specialists, lawyers, auditors, relocation partners, and wellbeing specialists.
The role would suit a highly experienced and rounded reward specialist who is comfortable with a degree of ambiguity and looking for the freedom to make an impact.
You’ll need to be an experienced and flexible reward professional who can combine the data, analytical and process-focussed approach required in a reward capacity with the explorative, coaching and facilitative approach required as an internal consultant.
This is a reward role that is very much front of house, versus back-office.
While the role is predominately UK-focused experience of working internationally would be advantageous, as would experience working with teams engaged in commercial and innovation-related activities.
Strong project management skills are highly desirable, together with the proven ability to juggle, prioritise and deliver multiple activities with rigour and discipline under time pressure.
Excellent communication skills and the ability to understand and simplify complexity are important for success.
The successful candidate will be able to cut through to light, smart solutions and avoid bureaucracy. A background combining both blue chip and smaller, more entrepreneurial working environments would be ideal.
- Demonstrable experience of acting as an internal consultant to the broader business in a reward capacity
- Ideally experienced in working in an international context with reward expertise across multiple geographies
- Able to demonstrate knowledge of leading-edge reward practice and their applicability in our context
- Whilst you might not have had the full ownership of a reward agenda yet, you will have the energy and drive to take the lead as a subject matter specialist
- Evidence of utilising the reward agenda to drive business performance
- A demonstrable interest in and a passion for the wellbeing agenda within a business
- Evidence of having worked on projects to develop the Employee Value Proposition
- Experience and success in project and process management
- Experience in working with remotely based teams, people and partner organisations
- Experience of having worked directly with a commercial or innovation-focussed customer group would be advantageous
- Experienced in managing a supplier/vendor base and working with a range of external advisors and consultants
- Experience of moving people around the world using international mobility advisors and partners
- Experience within FMCG desirable
- A high level of reward knowledge; and experience in another part of HR would be desirable
- Consultative, collaborative approach – very much front office, versus back office in style
- Has experience in operating both short- and long-term incentive programmes
- Experience in developing incentive programmes for sales and commercial teams
- Awareness of current thinking and best practices in reward terms
- Well-developed coaching, facilitation and presentation skills
- Demonstrable project, programme and process management capability
- Ability to contribute at both a strategic and operational level, with an excellent eye for detail
- Strong commercial and business awareness
- Results and outcome orientation – always delivers what is required
- Excellent written and verbal communication skills
- Personal impact, influence and credibility
- Flexible approach, ability to adapt to a variety of people, situations and demands
- Self-starter, comfortable challenging the status quo
- Team player
- Highly numerate
- Highly capable of using MS Excel and reward systems
- Culturally sensitive, able to appreciate a broad international perspective on reward practice
- Graduate calibre – qualification or equivalent experience in a business/analytical/numerate discipline
- CIPD or post-graduate professional qualification in business and/or HRM is desirable