Reward Specialist

Job Description

Purpose of the role

To develop, implement and maintain compensation programmes and provide advice to resolve any related issues. 

Accountabilities

• Development (including design and related analysis), implementation and delivery of compensation programmes aligned to the organisation’s strategy and applicable regulations, including the provision of advice throughout the employee lifecycle and during the annual pay review, advising on related services and the resolution of reward and compensation issues from employees, people leaders, or regulators.
• Communication and engagement to educate employees and people leaders on the compensation offering and structure including in relation to salary, bonus, and allowances recognition schemes.
• Review the competitiveness and relevance of the compensation programmes including salary, bonuses and allowances, as appropriate.
• Administration and delivery of compensation services, including the planning of cyclical activities, developing and testing relevant processes and systems, and managing external vendors/stakeholders and engaging with other HR teams where relevant to ensure effective delivery of these.
• Compensation reporting, analytics and forecasting to support management decision-making during compensation programme development and the annual pay review, utilising internal and external data.  .

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.

As a Reward Specialist,  you will provide specialist guidance and advice to the business and HR on hires, promotion, internal movements and a range of reward topics to support in the attraction and retention of colleagues. You will also act as the escalation for the BA4 Reward Advisors on complex Reward cases. The Reward Specialist role will split their time in supporting in the management of the annual Pay round cycle and projects across Compensation.
 

To be successful as an “Reward Specialist”, you should have experience in the following areas:

• Demonstrated experience in managing complex cases and delivering detailed guidance to stakeholders across various levels of seniority.

• Experience in leading on projects and transformational activity.

• A strong background in analytical roles, particularly within compensation and benefits.

• Proven ability to influence and build effective relationships with stakeholders.

• Exceptional communication skills, ensuring clarity and understanding of recommendations and actions for all parties involved.

• Success in thriving within fast-paced, detail-oriented environments.

• Skilled at interpreting data to inform and support well-founded reward recommendations and decisions.

Additional Skills:

• Strong verbal and written communication skills.

• Strong numeracy skills with excellent attention to detail.

• Excellent analytical and data skills, including intermediate use of Excel.

• Experience of working with and analysing complex data sets.

• Project Management / transformational experience.

• Experience of managing risk and controls.

Basic/ Essential Qualifications:

• IT literate; strong Excel skills.

• Experience of building strong client relationships across all levels of the organisation.

• Highly numerate and comfortable with manipulating data to present clear, concise and accurate conclusions.

• Some experience of working in a complex, multi-business organisation and sufficiently politically sensitive/astute.

• Delivers to deadlines which may be time critical.

• Client-focused.

• Able to work in a changing environment under pressure.

• Experience of working/supporting on large transformational projects.
   

You may be assessed on key critical skills relevant for success in role, such as risk and controls, change and transformation, business acumen, strategic thinking and digital and technology, as well as job-specific technical skills.

This role will be based out of Pune and the shift timings are region based - UK.