Interim Reward Lead
An Interim Reward Lead is required by this innovative organisation based in Swindon. You will take responsibility for formulating and recommending a range of Reward/Incentives /HR strategies, policies and procedures covering the organisation, ensuring that these are cost effective and support the overall business plans. Other key deliverables will include:
To formulate and produce recommendations in respect of a wide range of remuneration and benefit strategies, ensuring that they complement and support the overall business direction.
Translate approved strategies into policies and procedures, providing appropriate consultancy support to all areas of the business in order to ensure effective implementation.
Respond to a wide range of complex enquiry's ensuring that the nature of the information and response being provided is fully understood by the customer.
Provide a wide range of advice, guidance and direction both within HR and across other Group Companies to ensure a cohesive set of Reward strategies are in place.
Review and analyse key external trends and influences on Reward Strategies to ensure that a wide range of information is used to support the development of our own strategies.
Develop and maintain a wide range of external and internal contacts in order to obtain and exchange information and identify 'best practices'.
To prepare and deliver a range of high level presentations in order to influence and inform Senior Management on appropriate Reward Strategies.
Provide advice, guidance and support to less experienced team members where appropriate, resolving any escalated issues.
As and when required lead, motivate, develop and appraise team members so that the individual and collective performance is of the required standard and meets the current and future needs of the business.
Investigate and review a range of Business Unit approaches and practices to ensure that they comply with the wider strategy, legal requirements and best practice. Recommending/ implementation action to achieve compliance.
The successful candidate will have a clear and successful background in leading reward functions in large and complex organisations. The ability to lead and develop a team of reward professionals is critical. Your technical competence goes without saying. Other key requirements include:
Presentation/Facilitation - Uses a wide range of specific facilitation/presentation skills to enable individuals or groups to express and clarify their thoughts, opinions and feelings. Presents complex concepts/information effectively to inform or gain approval to proposals.
Budgeting - Uses a range of techniques to estimate, plan, monitor and control budgets.
Organisational Awareness - A very good knowledge of the structures and main operational activities of the business area. A comprehensive knowledge and wide experience of how the business area supports overall business needs. Readily identifies contacts who may be used to obtain relevant information and identify best practice.
Environmental Awareness - A very good knowledge and wide experience of the environment in which the business operates. A full understanding of the impact of social, economic, statutory and regulatory change on Reward strategy / practice and how such change may affect the customer. Readily develops and maintains contact with a wide range of professionals / competitors / suppliers, etc. in order to exchange/obtain information and ascertain best practice/key developments.
Influencing - Stands their ground on critical and sensitive issues important to the well being of the business. Empowers and influences on key decisions, management and development of others within the team
Specialist Knowledge - Detailed knowledge and wide experience within the Reward specialism together with a full understanding of relevant legislation.
Analytical - Ability to investigate and analyse complex information.
Artis HR is a specialist full-service HR & Communications recruitment consultancy. We operate nationally, predominantly at the Senior & Executive Appointments level, placing both permanent and interim professionals.