Reward Analyst

Role overview

Key responsibilities

• Build, maintain and quality-assure reward models and reports, including pay review and bonus or incentive modelling and costings.
• Prepare and validate annual reward-cycle data and reconcile outputs with Payroll and Finance.
• Conduct salary benchmarking and market pay analysis, including external salary survey submissions, and present findings clearly.
• Analyze pay data for compliance with National Minimum Wage and National Living Wage, equal pay and gender pay gap requirements.
• Produce reward management information and dashboards, highlighting trends, risks and opportunities.
• Provide data and analysis for Remuneration Committee and senior leadership papers, ensuring accuracy and timely delivery.
• Maintain reward matrices, pay structures, and job evaluation and levelling records; identify improvements.
• Analyze benefit take-up, costs and provider performance to support renewals, tenders and supplier reviews.
• Support the HR system, maintain reward reports and ensure reward data accuracy.
• Work with Payroll, Finance and the wider People team to maintain People data integrity and resolve discrepancies.
• Identify opportunities to automate and improve reward reporting and processes.
• Respond to ad hoc business data requests while maintaining confidentiality.

Essential requirements

• Previous experience in an analyst role using HR, reward or workforce data.
• Advanced Excel capability, including formulae, pivot tables and lookups.
• Data literate and able to present data clearly; able to communicate complex information for different audiences.
• Strong Microsoft suite capability and organizational skills, including effective prioritization.
• Ability to use discretion with sensitive information.
• Understanding of legislative and regulatory issues affecting reward.
• Proactive, enthusiastic, self-motivated team player who strives for excellence.
• Highly numerate, attentive to detail, and analytical and logical in problem solving.

Desirable experience and qualifications

• Experience in salary benchmarking or market pay analysis, reward-cycle modelling, or Workday or comparable HCM tools is desirable.
• CIPD qualified or studying towards, or a degree or professional qualification in a numerate or analytical discipline, is desirable.
• Experience with data visualization tools such as Power BI, understanding of pay structures and job evaluation, and knowledge of the employee benefits market are desirable.