Job Description Location This role can either be based in Birmingham or London This is a 12 month FTC role. Salary : Base salary: £34,650 to c.£48,900 (Birmingham) or £38,850- £54,900 (London) depending on skills and experience. In addition, we offer flexible benefits fund of 15% which is paid on top base salary and is fully pensionable, as well as a range of competitive benefits - check them out in the Benefits section on our website. HS2 Ltd endeavours to ensure everyone working for us and with us feels included, thrives and achieves their full potential. In practice, this means we are positive and inclusive about making adjustments, providing flexible working, encouraging our staff networks to flourish and providing personal and professional development opportunities. As a Reward Specialist at HS2 you will provide a range of advisory, analytical and operational expertise covering all aspects of Reward including project management of BAU activity, benefits and pensions administration, remuneration benchmarking, job evaluation, governance, forecasting and reporting requirements of HS2 Ltd, and be the main point of contact for all Reward related queries. About the role: Reward Deliverables and Projects • Enable the delivery of annual reward calendar activities including the pay review, benefits administration, apprentice pay, salary range reviews by conducting research and providing detailed analysis. • Lead specific Reward activities to ensure timely and accurate support to change programmes within Reward and across HR and the wider business. • Provide advice on reward policies and processes to Heads of HR, HR Operations, line managers and employees to ensure that informed and defensible decisions are taken within the constraints of agreed reward principles and policies. • Design and develop reward tools, templates, guidelines and calculators to the HR team to facilitate informed and accurate reward decision making. • Review, reconcile and pre-approve finance invoices for payment to ensure suppliers are paid the correct amounts on time and to contribute to effective financial control • Liaise with third party Benefit provider as required to ensure timely and accurate responses to employees. • Assist in the delivery of key benefits projects (e.g. annual benefits renewal, implementation of new benefits, pension briefings, pension re-enrolment) to ensure timely and efficient completion • Provide technical support to the payroll team to ensure efficient and accurate processes are maintained (e.g. quality checks for salary sacrifice, review monthly benefits file, post payroll benefits reporting) Reward Governance and Benchmarking • Monitor and provide detailed analysis, insights and reports on executive and senior roles on a regular basis • Work closely with the Head of Reward to coordinate reports for Remuneration Committee as required. • Keep abreast of industry changes in Reward and provide insights to Reward team and HR community. • Conduct pay modelling, and on an annual basis provide analysis and proposals for the HS2 pay ranges for the annual pay review cycle. • Work closely with HR Management Information team to derive required data analytics to ensure all reporting requirements are met and the terms of the Framework Agreement (Remuneration Annex and Senior Pay Controls Framework) are adhered to. • Provide comprehensive internal and external benchmarking salary data to Head of Reward and, if required, to Heads of HR and Resourcing teams so parity levels remain consistent. Job Evaluation and Job Descriptions • Project manage and support job evaluation activities arising from both larger scale organisation design and/or 'business as usual' which includes contributing and evaluating jobs (using the Hay methodology). • Provide advice to Heads of HR in order to ensure that informed, fair and consistent decisions are taken within the constraints of agreed reward policies and organisational design principles. • Act as a point of contact with KFHG on grading of senior roles in a timely manner and, working with Heads of HR, Resourcing and key business stakeholders to ensure understanding of key accountabilities and requirements of roles and teams is aligned across all stakeholders, and documented correctly. • Develop and maintain governance of the job evaluation and job description library procedures and processes. Ensure all evaluators, job evaluations and rationales are prepared to the required standard and all records are accurate and up to date. •Actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI. About You: Skills: • Ability to compile, integrate, analyse and present complex data in the most appropriate format and tone depending on the recipient • IT skills - MS Office skills particularly Excel • Job Evaluation skills specifically Hay Methodology • Attention to detail, accuracy, and ability to be discreet and maintain confidentiality at all times. • Time management & prioritisation skills • Ability to develop effective working relationships with team and stakeholders to deliver high quality advisory and technical services • Project Management and Report preparation Knowledge: • Degree level qualification in a relevant subject (or equivalent experience) • Ability to understand and deliver projects using the knowledge of various pay design and organisational design principles and processes. • Knowledge of HRIS and Finance Systems • Ability to understand and interpret Hay Job Evaluation methodology and communicate evaluation outcomes • Knowledge of planning, working to agreed deadlines, understand how reward impacts and fits into other HR deliverables and programmes Tpes of Experience: • Providing analysis and advice on Reward matters to Heads of HR and line managers • Experience of operating at an operational level in a Reward team in a complex, rapidly changing environment • Co-ordinating and delivering annual pay reviews • Compiling and analysing data sets using in-house and external databases • Experience of working with different salary survey providers (especially Hay Korn Ferry, Willis Towers Watson (WTW), survey interpretation, pay ranges review and analysis, pay modelling • Experience of managing external supplier relationships, monitoring performance against SLA's, identifying and resolving issues The post-holder is expected to behave at all times in a manner consistent with the HS2 values of Safety, Leadership, Integrity and Respect It is expected that you will actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI. As HS2 Ltd do not hold a sponsorship license from the Home Office, we are not able to provide sponsorship to any applicant. Applicants must already have the Right to Work in the UK at the time of application and our process involves a Right to Work validation prior to the interview stage. Note, there are certain types of time-bound visas that we cannot accept. Any offers made to applicants will be subject to satisfactory completion of pre-employment checks which include Nationality & Immigration Status, employment references, DBS, Financial and Education checks. We ask for a variety of detail in your online application, however we perform the first assessment of suitability for a role based solely on the information in your CV. In a further development of our efforts to create a more diverse workforce, your CV will be anonymised and personal information will be removed during the first stage of the application review. This removes bias from the process and makes it even more important that you attach an updated word version of your CV for each new application ensuring you include evidence directly related to the criteria in the job advert. Watch this video on how we remove bias in the recruitment process: Removing bias in the recruitment process - YouTube Any applications received after the closing date will not be considered. About Us High Speed 2 (HS2 Ltd) will be the UK's new high speed rail network. As well as improving capacity, the new scheme will shorten journey times between a number of Britain's major population centres, boost the economy and create thousands of jobs. HS2 Ltd will create a skills legacy and develop a diverse range of talent. We aim to be a leader in EDI practice by creating a safe & inclusive working environment for all our staff - living our values of Safety, Respect, Integrity and Leadership. In practice, this means we are positive and inclusive about making adjustments, providing flexible working, encouraging our staff networks to flourish and providing personal and professional development opportunities. HS2 Ltd is also a safety-critical organisation. Employees are required to ensure reasonable care of their own and others' health and safety by taking personal responsibility for working to our 'Safe at Heart' programme principles and following safe working procedures at all times. HS2 Ltd endeavours to ensure everyone working for us and with us feels included, thrives and achieves their full potential.