Salary: Up to £55,000 (pay award pending)
Reports to: Head of Workforce Strategy
Role Purpose and Role Dimensions:
This is a critical role that will develop, oversee, and manage the implementation of a Pay and Reward Strategy for the Council, including developing new approaches to pay and reward supporting the People Culture Transformation Strategy.
Commitment to Diversity:
The council has a strong commitment to achieving equality of opportunity in its services to the community and in the employment of people. It expects all employees to understand, comply with and promote its policies in their own work, undertake any appropriate training to help them to challenge prejudice or discrimination.
Key External Contacts:
CIPD, other professional bodies, London Councils,
Key Internal Contacts:
Directorate Management Teams, Internal HR and OD colleagues, Trade Unions, Mediators, Network Groups, Guardians, CMT, Members.
Financial Dimensions:
None
Key Areas for Decision Making:
Development of strategic policy, research and presenting information to CMT/Cabinet as required.
Other Considerations:
Ability to be flexible and attend meetings at a range of locations across the borough to support business delivery.
Key Accountabilities and Result Areas:
Development of strategies, processes and policies:
- To strategically lead on all total reward strategies and associated improvements and action plans, ensuring that processes and policies are in place which supports the workforce plans of the organisation as well as meets financial requirements.
- To review, update and develop pay and reward policies as required.
- To ensure pay policy statements are produced and published as required.
- To strategically lead on a comprehensive review of all aspects of the employment contract including pay, terms and conditions and relevant policies to deliver a new approach which achieves parity with internal and external resource markets which supports our attraction and retention approach.
- To be responsible for the development of pay and reward strategies being aligned with council terms and conditions and in accordance with legislation and best practice.
Negotiations and Consultation with Trade Unions and Stakeholders:
To lead and support as appropriate on total reward negotiations with the recognised trade unions working in partnership with colleagues from Finance and Systems to ensure accurate data and reporting.
Job Evaluation:
To be the strategic lead for the council’s job evaluation process and to ensure that the job evaluation framework is fit for purpose, eliminates risk and provide a fair grading for all posts across the council.
Benefits Scheme:
To oversee the council’s recognition scheme e.g. employee benefits, overseeing the management of the supplier/portal ensuring that there is positive engagement in place.
To support the development of recognition schemes:
To work with the Chief People Officer, Head of Workforce and Internal Comms team in scheduling, managing and promoting the annual staff awards and the long service award programmes.
Develop Reports:
To develop reports as required for committees and internal meetings providing an overview on total reward across the council.
Total Reward Statements:
To work in collaboration with the pensions and payroll teams in developing a total reward statement approach on an annual basis for all employees.
Delivery plans:
To work in partnership with the Head of HR in the development of delivery plans for the service, challenging and influencing approaches to ensure robust business planning and decision making processes.
