Compensation Business Partner
Found in: Talent UK C2 - 2 weeks ago
About Schroders
We’re a global investment manager. We help institutions, intermediaries and individuals around the world invest money to meet their goals, fulfil their ambitions, and prepare for the future.
We have around 6,000 people on six continents. And we’ve been around for over 200 years, but keep adapting as society and technology changes. What doesn’t change is our commitment to helping our clients, and society, prosper.
The base
We moved into our new HQ in the City of London in 2018. We’re close to our clients, in the heart of the UK’s financial centre. And we have everything we need to work flexibly.
The team
The People & Culture team is responsible for ensuring that Schroders maximises the return on its investment in people. We do this through the development and implementation of policies and practices that attract, reward and retain high quality employees.
The Compensation & Analytics team supports all lines of business and provide advice, guidance and support for all compensation activities. This involves developing compensation policies; working closely with the HR Business Partners; gathering market data on compensation and pension practices; designing appropriate incentive arrangements; implementing the annual compensation review; and managing our deferred award plans. The team also provides data-led insights and advisory support across the spectrum of People & Culture activities.
Key deliverables
Be a trusted Compensation partner to Schroders Capital; Provide strategic compensation advisory support on all compensation issues, including market trends, compensation approach and structure, market benchmarking and complex hires; Partner with Business Leaders and People & Culture colleagues to deliver the annual Compensation Review process, ensuring compensation proposals reflect performance and are fair; Lead reward-related projects to address issues and transform or significantly improve policies, practices and processes; Participate in market data surveys and analyse results to ensure compensation structure supports competitive levels of pay; Provide data and analysis for Remuneration Committee materials; Support international compensation programmes; Participate in the set-up, testing and administration of the compensation systems used within the team; Audit HRIS system to ensure compensation data integrity; Simplifying and improving the way things are done by collaborating on the design and implementation of process improvements utilising software like Anaplan and Oracle; Act as a trusted HR data partner to the HR Business Partners and to the business and Assist in coaching and developing junior team members as well as wider HR team.Essential skills
Track record of leading and delivering reward-related projects, working fairly independently to tight timescales; Experience of building successful relationships and influencing at a senior management level; Demonstrable knowledge and experience of compensation management principles and practices; Excellent interpersonal and communication skills; Resilience, adaptability and ability to changing business requirements; A strong team player, working openly and collaboratively, whilst having the confidence to challenge the status quo in a professional, cooperative and influential way; Advanced Excel and data analysis skills with the ability to interpret and present data in a manner that is easy and clear to understand; Experience of analysis and interpretation of market compensation benchmarking data and Experience of leading the year-end compensation process for a material business unit.Desirable skills
Experience of financial services remuneration regulations, particularly the European regulations for asset management, but also for banking or insurance; Experience of working with compensation and analytics systems e.g. Oracle Fusion, Anaplan; Previous financial services work experience; Knowledge and experience of deferred compensation programmes and administration; Sound generalist knowledge of People & Culture practices and processes and Experience of managing more complex incentive arrangements (e.g. carried interest). We recognise potential, whoever you are
Our purpose is to provide excellent investment performance to clients through active management. Diversity of thought, facilitated by an inclusive culture, will allow us to make better decisions and better achieve our purpose. This is why inclusion and diversity are a strategic priority for us and why we are an equal opportunities employer. You are welcome here, regardless of your age, disability, gender identity, religious beliefs, sexual orientation, socio-economic background, or any other protected characteristic.
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