Senior Reward Manager

Given the seniority of this role, you will engage regularly and directly with a broad set of internal and external stakeholders:\n

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• Head of Reward — your direct line; a close collaborative partnership with significant mutual exposure
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• Chief Financial Officer and Finance leadership — joint ownership of compensation budgets, headcount planning, and cost modelling
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• Chief People Officer / HR Director — contributing to the people strategy agenda and translating it into reward design
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• Executive Committee members — advising on senior-level pay decisions, role levelling, and retention arrangements
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• Remuneration Committee (RemCo) — supporting the preparation and delivery of RemCo papers, data packs, and governance materials
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• General Counsel and Compliance — navigating FCA remuneration code obligations and regulatory disclosures
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• External advisers and remuneration consultants — managing relationships with benchmarking providers and reward consultancies
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• People Business Partners — translating reward frameworks into practical guidance for the business
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Key Responsibilities\n

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• Lead the end-to-end annual compensation review cycle — from budgeting and benchmarking through to award letters and manager briefings
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• Own the preparation and presentation of RemCo materials, including total remuneration analyses, policy proposals, and year-end reporting packs
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• Drive the firm's pay benchmarking strategy, selecting and participating in relevant surveys and translating findings into actionable insight
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• Lead on job architecture and grading, ensuring a robust and consistent approach to role levelling across the firm
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• Oversee the benefits programme end to end — vendor management, renewal cycles, employee communications, and ongoing enhancement
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• Act as the internal expert on FCA remuneration code compliance, supporting disclosures and regulatory submissions
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• Develop and maintain reward policies, ensuring they are fit for purpose, clearly communicated, and consistently applied
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• Partner with Finance on compensation cost modelling, scenario planning, and headcount-related budget management
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• Lead on gender pay gap analysis and reporting, with accountability for narrative and action planning
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Identify and drive continuous improvement across reward processes, systems, and analytics capabilityPlease reach out to for more information