Reward Manager

My client Turning Point are currently recruiting for a **Reward Manager.**

**Turning Point** are a fantastic charity organisation who are changing lives across the UK.

This role is an exciting opportunity for someone who is a Reward Analyst looking for a step up or a current Reward Manager looking for their next challenge. This is a standalone role.

The role is based in Manchester City Centre on a hybrid basis.

**Key responsibilities**:
1)
- Reward Strategy:

- Review of all compensation and benefits packages including pay scales across Turning Point for all grades across both clinical and non-clinical roles being clear with the business about the current offering.
- Be clear on current industry norms for Compensation & benefits across the sector and advise on where TP sits in relation to these - and how we compete with those within our sector giving guidance, structural analysis, data modelling and cost analysis.
- Work with the engagement team to devise a plan on how we best recognise our employees across TP.

2)
- Systems:

- Analysis of Terms and Conditions within systems to understand the different elements employees are entitled to as part of their compensation and benefits package across all contracts.
- Be clear on different Terms and conditions from various TUPE’s into the organisation - aligning / simplifying where we can and reviewing / updating the principles around TUPE Transfers from a benefits / compensation perspective.
- Deliver total reward statements for employees across all of TP.
- Build internal relationships across stakeholder groups to understand their requirements and ensure these are met and maintained through the development of a HR Reward Matrix.
- Support in the processing of year end salary review data in the HR systems.

3)
- Job Evaluation:

- Review Job Evaluation process and implement changes to make this more effective and streamlined across TP - being clear on how jobs are sized and priced.
- Evaluates promotions and compensation proposals for employees / new roles to ensure compensation proposals are in accordance with the organisational guidance, the market, and internal equity.

4)
- EVP:

- Support with the development and launch of the organisational EVP.
- Leverage current offering to support in the attraction of great talent.

5)
- Reporting:

- Build a reporting matrix for use by HR to understand and be clear on requests and what data they hold.
- Creation of reward compliance reports and presentation to the business / taking action on any concerns / next steps.
- Delivering business ad-hoc regulatory requirements for internal and external reporting.
- Pull together Gender Pay gap reporting supporting the organisation with key steps to improve.

6)
- Other:

- Responsible for the management of external relationships with suppliers take the lead on projects from a reward perspective across the organisation.
- Work with the Business Partnering team on all new business to understand the implications on different Terms and Conditions that are joining TP being clear on our reward principles.
- Where the organisation has access to funding for colleagues, create principles for the organisation to follow.
- Continue with the pay framework across the organisation - which will be different for each of the business areas.
- Work across the organisation in regard to benchmarking all roles as required to ensure that the organisation is competitive within the market place from a pay and benefits perspective.
- Work with the Communications team to enhance the way we communicate our reward offering to colleagues.

Please reach out to Imogen Parr on: for more information on this role.