Pay and Reward Modeller
6 months ago
National £38,724 £44,393
Outer £40,721£46,231
Inner £42,716 £48,068
Location
The UK Health Security Agency (UKHSA) offers hybrid working - this means that whilst the role will be based in one of our offices, there will be opportunities for an element of working from home. UKHSA have office locations across the UK.
This role can be based at one of our UKHSA offices/locations (Leeds, Manchester, Totnes, London, Horsham, Bristol, Nottingham, Harlow, Liverpool, Fareham, Gloucester, Newcastle and Birmingham) with opportunities for an element of working from home.
The balance between home and workplace working is to be agreed with the line manager, determined primarily by business needs and in line with departmental policy.
- Please be aware that this role can only be worked from within the UK and not overseas. Relocation expenses are not available.*
We are looking for a pay modeller to work within the Pay and Reward Team, which is part of UKHSA’s People Group. The Pay and Reward Team are responsible for designing, modelling, and agreeing UKHSA’s pay interventions for its 6,000 members of staff. This is a high-impact role, which will be critical to ensure that UKHSA can deliver its people priorities, supporting its overall organisational mission of protecting the nation’s health.
In this role, you will ensure that UKHSA can effectively build, develop, manipulate, and analyse pay data, and provide the insight which shapes UKHSA’s pay and reward decisions. In this way, you will impact every individual working in the organisation.
UKHSA ethos is to be an inclusive organisation for all our staff and stakeholders. To create, nurture and sustain an inclusive culture, where differences drive innovative solutions to meet the needs of our workforce and wider communities. We do this through celebrating and protecting differences by removing barriers and promoting equity and equality of opportunity for all.
**Benefits**:
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an average employer contribution of 27%
- Range of health and wellbeing support
Any move to UKHSA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility atChildcare Choices | 30 Hours Free Childcare, Tax-Free Childcare and More | Help with Costs | GOV.UK
You will bring curiosity, innovation, and data literacy, which you will use to translate raw figures into meaningful intelligence and options.
Your success in this role will be aided by your talent for understanding and interpreting what the data is ‘saying’, and what this means for options, decisions, and identification of risks.
Your analysis will inform the direction of UKHSA’s reward agenda, so you will be comfortable with the accuracy of your work and using it to suggest ways forward at very senior level. You’ll be able to construct models which combine historical data with longer-term projections, and will be confident in the conclusions you draw.
Your modelling will account for impact on different groups of UKHSA’s people, ensuring that diversity, inclusion, and fairness are central to pay interventions.
The job holder will be required to carry out the following responsibilities, activities and duties:
Pay modelling, annual pay awards, and pay flexibility business case
- Lead on the development, maintenance, and ongoing refresh of all pay and reward models;
- Maintain, update and refresh models to ensure datasets within the models are consistent and relevant to the modelling requirements;
- Lead and be accountable for the annual pay award modelling for Civil Service and Senior Civil Service pay awards - option development, risk identification, implementation at individual level, and creation of key supporting products such as pay calculators;
- Analyse and provide commentary on the impact of annual pay awards on the UKHSA staff population and the wider UKHSA pay and reward strategy;
- Support development of a potential pay flexibility business case for UKHSA:
- Gathering and analysing data to identify priority areas for a case to cover;
- Contributing to options around the UKHSA-wide approach to the case, advising on impact against current pay policy and grade architecture;
- Providing outputs from scenario planning to understand and advise on the impact and risk around modelling options;
- Leading on the detailed modelling to inform the implementation of the case for circa 4,500 members of staff, including technical aspects and the impact on individuals;
- Providing data visualisations, potentially at short notice, to support discussions and negotiations with UKHSA’s Trade Unions and senior leaders.
Design a new suite of pay and reward models
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