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Total Reward Business Partner
2 weeks ago
Join to apply for the Total Reward Business Partner role at PXC Be among the first 25 applicants About the Role The Total Reward Business Partner is responsible for shaping and delivering a comprehensive reward strategy that supports the organisation’s business objectives and employee value proposition. This role leads the design, development, and implementation of reward frameworks covering compensation, recognition, and performance‑related pay, ensuring they are competitive, fair, and aligned to organisational priorities. Reporting to the Head of Employee Engagement, this role is a leader in enabling us to reach our ambition of being the Best Place to Work. The role holder will be the subject matter expert for all things within the ‘total reward’ sphere and deliver against a full calendar of cyclical activities, plus work with colleagues across the People Team on exciting projects to drive employee engagement. They will keep up to date with emerging reward trends and regulatory requirements, plus provide expert guidance to Senior Leaders including the Chief People Officer and CEO. Whilst most of the activities support our UK colleagues, we have a small number of colleagues in North Macedonia for whom there will be an opportunity to work with and support. The role requires strong analytical capability, business partnering, and the ability to translate market insights into innovative reward solutions that attract, motivate, and retain talent. What you will be working on Annual Pay & Bonus Reviews: Leading the pay and bonus review processes in both the UK and North Macedonia, advising senior leaders regarding policy and external trends, and ensuring alignment with business strategy. The role holder will need strong analytical skills and be comfortable completing pay modelling and calculating bonus calculations. Policy Design & Delivery: Owning and shaping pay, recognition, benefits and bonus policies, ensuring compliance and alignment with business objectives, and advising on emerging regulation changes. The role will also own the contractual terms that are provided to colleagues and complete regular reviews to ensure they meet both regulatory and business requirements. Retention and Recognition: Providing guidance on pay‑related requests relating to retention, managing budgets for recognition schemes, and developing engaging recognition programs. Pay Equality: Ensuring compliance with pay equality obligations, leading gender pay report publications, and conducting regular pay equality audits. Job Evaluation: Using the Willis Towers Watson methodology to evaluate job roles, maintaining benchmark records, and providing market competitiveness insights back to the business. The role will also be responsible for the submission of salary survey data and supporting wider change and organisational design programs that have a reward impact. Benefits Management: The role has accountability for ensuring that benefits provision is well‑managed, compliant, and aligned with overall reward principles. Collaborating with external vendors, managing relationships, and ensuring compliance with regulatory governance around benefits (including Pension Auto‑enrolment and governance). The role holder will also hold responsibility for ensuring that operational activity relating to payrolling benefits is executed (although not responsible for this themselves) and will work with payroll and operations team to resolve and issues and improve processes. Executive Reward: Working closely with the Chief People Officer to design, implement, and manage Long‑Term Incentive Plans (LTIPs) that align with business objectives, define performance metrics, ensure compliance, and maintain market competitiveness to drive long‑term employee engagement and retention. What will make you successful in your role? You will have experience of WTW Global grading methodology Reward and Benefits Supplier management experience Project Management of Pay Projects Pay budget and pay modelling Expert in UK pay regulations How we look after our employees Our brand new “PXC Flex” benefit launched in January 2025, which includes Flex30, an additional 30 hours* of leave every year for you to use how you wish Our hybrid working policy offers you flexibility to work from home 40% of the time, with the other 60% connecting with your colleagues in one of our accessible and collaborative office spaces A starting holiday allowance of 25 days* holiday and up to 10 extra days* leave via our holiday purchase scheme Free private healthcare for all employees, competitive pension scheme and the opportunity to earn bonus Free broadband for all employees plus gifts for major life events such as marriages and births Flexible salary sacrifice scheme including dental, gym, electric car scheme and much more, plus a huge range of shopping and leisure discounts so you can save even more cash A range of inclusive employee networks to help integrate employees into life at PXC (* Days and hours are based on a full‑time employee’s working pattern and leave is pro‑rated for part‑time employee) At PXC, we know that diversity means success and innovation. We want our workplace to reflect the communities and customer we serve. Being inclusive is part of our DNA; we are all 100% human, and we create a culture where you can truly be yourself. We’re also not your usual 9-5. We are a dynamic workplace and we want to talk to you about how you like to work. Seniority level Associate Employment type Full‑time Job function Human Resources Industries Telecommunications #J-18808-Ljbffr
