Your new company

Your new role

• Conduct annual external pay benchmarking and market research to inform the development and maintenance of competitive pay structures, participating in pay surveys and pay networking groups.
• Carry out a formal, biennial review of pay against relevant market data for all roles to inform ongoing pay structure design and make recommendations for market allowances where basic pay alone does not support attraction and retention.
• Identify if market allowances should be reduced or removed where market pressures have eased.
• Maintain records and a pay database for evidence and support decision-making on pay.
• Build and maintain a good understanding of the range of roles to enable internal checks for consistency in pay levels across service areas to deliver a fair and robust pay structure and remove risk.
• Respond to requests for mid-cycle pay benchmarking.
• Support the pay bargaining process with trade union representatives and oversee the implementation of pay reviews, working with colleagues in the People Team.
• Conduct pay modelling to analyse the cost impact of pay reviews and any changes to pay structures.
• Support on the development and management of a robust job evaluation process that underpins pay and grading structures, taking responsibility for a job levelling framework to support consistency in decision-making.

What you'll need to succeed

• Knowledge and previous experience of pay and reward management within an HR or equivalent environment.
• An up-to-date understanding of key UK legislation relating to employee pay and reward schemes, including the ability to assess potential areas of risk.
• Strong analytical and numeracy skills.
• Ability to research, analyse, and interpret market data to provide accurate compensation benchmarking and recommendations for change.
• Exceptional attention to detail.
• Proven stakeholder engagement and partnership skills.
• Good written and verbal communication skills.
• A logical thinker who can independently plan to deliver to deadlines.
• Ability to navigate complexity and work with ambiguity.

What you'll get in return

• Generous Leave: Starting at 29 days annual leave, increasing to 33 days after 5 years of service (plus bank holidays).
• Pension: Excellent membership in the Local Government Pension Scheme.
• Wellbeing & Development: Commitment to professional fees, the Cycle to Work Scheme, gym membership discounts, and dedicated L&D support.
• Location/Flexibility: Part-time hours are an option (to be discussed), alongside a flexible working model.

What you need to do now

If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now.

If this job isn't quite right for you, but you are looking for a new position, please contact us for a confidential discussion about your career.