Full job descriptionGiven the seniority of this role, you will engage regularly and directly with a broad set of internal and external stakeholders:
*Head of Reward — your direct line; a close collaborative partnership with significant mutual exposure
*Chief Financial Officer and Finance leadership — joint ownership of compensation budgets, headcount planning, and cost modelling
*Chief People Officer / HR Director — contributing to the people strategy agenda and translating it into reward design
*Executive Committee members — advising on senior-level pay decisions, role levelling, and retention arrangements
*Remuneration Committee (RemCo) — supporting the preparation and delivery of RemCo papers, data packs, and governance materials
*General Counsel and Compliance — navigating FCA remuneration code obligations and regulatory disclosures
*External advisers and remuneration consultants — managing relationships with benchmarking providers and reward consultancies
*People Business Partners — translating reward frameworks into practical guidance for the business
Key Responsibilities
*Lead the end-to-end annual compensation review cycle — from budgeting and benchmarking through to award letters and manager briefings
*Own the preparation and presentation of RemCo materials, including total remuneration analyses, policy proposals, and year-end reporting packs
*Drive the firm’s pay benchmarking strategy, selecting and participating in relevant surveys and translating findings into actionable insight
*Lead on job architecture and grading, ensuring a robust and consistent approach to role levelling across the firm
*Oversee the benefits programme end to end — vendor management, renewal cycles, employee communications, and ongoing enhancement
*Act as the internal expert on FCA remuneration code compliance, supporting disclosures and regulatory submissions
*Develop and maintain reward policies, ensuring they are fit for purpose, clearly communicated, and consistently applied
*Partner with Finance on compensation cost modelling, scenario planning, and headcount-related budget management
*Lead on gender pay gap analysis and reporting, with accountability for narrative and action planning
Identify and drive continuous improvement across reward processes, systems, and analytics capability

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