Reward Lead

House of Commons

The House of Commons is a unique and exciting place to work right at the heart of the UK's thriving democratic system. 

Behind the scenes, the House of Commons Service is made up of more than 3,000 employees who support and facilitate the smooth day to day running of the House. They provide professional services to Members of Parliament, their staff, and the wider parliamentary community.

Staff Benefits

In addition to your salary, we offer an attractive range of benefits including: 

• 30 days’ annual leave (increasing to 35 days after first full leave year). 
• Civil Service pension with an average employer contribution of 27%. 
• Access to training and development. 
• Flexible working. 
• Interest free season ticket loan and bicycle loan. 

Introduction 

The People and Culture Team works collaboratively with colleagues across the House Service and the Joint Departments to steer and track our progress and to support the employee journey across the organisation. In doing so we will utilise and improve digital technologies, systems, self-service tools and data to support the organisation’s decisions and deliver the outcomes.

The Reward and Employee Engagement team leads our approach to pay, reward and engagement with our Trade Union colleagues.

The Role 

We are looking for a Reward specialist with proven expertise in pay and reward alongside the ability to build trusted relationships across the organisation.

You will be the ideal candidate if you have a track record of delivery in the scoping, design and implementation of HR strategies and policies, with a reward focus, strong analytical skills and proven ability to lead teams through to delivery.

As the post holder you will work closely with the Head of Reward, the Head of Employee Engagement and the Director of Employee Engagement to deliver our wide-ranging portfolio of activity. This includes our approach to pay, reward and non-cash benefits.

Reporting to the Head of Reward, the Reward Lead will be responsible for the day-to-day management of Pay & Reward professionals that delivers, tactical and strategic pay and reward solutions.

The role will require close liaison with key stakeholders (e.g. Business Management Directors, Operational Directors, Speaker’s Counsel, PACT leadership team, Civil Service HR), analysis of complex business practices, management of project work and clear communication of change/policy proposals and potential impacts.

Some of the responsibilities for this role include:

• Working with business areas and Lead People Partners to understand business issues and develop effective reward strategies that align with public sector pay policy, legislation, the strategic needs of the House and the wider political context.
• Building and maintaining strong, credible, and trust-based relationships with key stakeholders across Parliament and the public sector, including the Civil Service.
• Preparing papers and recommendations for reward strategies, including support for the planning and implementation of pay settlements; ensuring that all reward initiatives are modelled and costed appropriately.
• Day-to-day management of the core Reward and Employee Engagement team, supporting continuous learning; developing both the capability and capacity within the team.

Skills and Experience 

To be successful in this role you will demonstrate:

• Track record of delivery in the scoping, design and implementation of HR strategies and policies, with a reward focus.
• Strong analytical and numerical skills, with the ability to both see the big picture and focus on detail in making robust evidence-based decisions and recommendations.
• Proven ability to lead teams through to delivery; developing the capability of themselves and their teams whilst upholding the values of equality, diversity and inclusion.

Next Steps and Additional Information

If you would like to apply for this role, please submit your CV and covering letter with a 500 word limit. 

The interview process will include an interview and a short presentation. Further details will be provided if your application is shortlisted to next stage of the process.

More information on the role and the full criteria can be found in the Job Description. 

Please note that most job offers will be made at the minimum of the salary range, other than in exceptional circumstances.

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