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Senior Reward Analyst

  • Location: London
  • Sector: HR
  • Salary: Negotiable
  • Job type: Permanent
  • Date posted: 11/02/2020
  • Job reference: 60471
This vacancy has now expired.

LMA is currently working with a Global Professional Services firm in London who are recruiting a Senior Reward Analyst.

The Senior Reward Analyst reports into the Senior Reward Manager and will be responsible for leading on the creation of Compensation Data Analytics and insights.

You will be the main focal point for pay modelling for the UK business and will also be involved in supporting the transition from legacy compensation platforms to SAP Success Factors.

Working alongside the Senior Manager, you will be responsible for delivering a first-class service during the annual pay review and will manage reward-based projects of varying degrees of size and complexity that impacts.

Responsibilities include:

  • Participate in the development of and own aspects of executing on core compensation processes such as the annual review, compensation structure refresh, job architecture, and any global-led initiatives and projects
  • Modelling the impact of various scenarios to help determine the right variable pay outcomes, base pay plans
  • Leverage technical skills to design and build compensation analytics to inform compensation program decisions as well as forecast, report, and/or analyse compensation business outcomes
  • Produce ad hoc analyses with quick turnaround
  • Bring thoughtful compensation perspectives on a variety of talent-related challenges through in-depth research and analysis of employee and market data
  • Create and manage Reward KPI's to measure our delivery against the overall reward strategy
  • Develop a Reward dashboard, providing stakeholders with reward metrics to improve visibility
  • Develop and produce analytics to help promote the Total Reward concept

  • Develop and produce analytics to measure and mitigate GDPR risk related to Reward data

  • Create a best practice reward analytics bank

Process Enhancement (Simplification) in the following areas:

  • Bonus modelling

  • Pay plans (for the annual pay review)

  • Pay bands

  • Any other opportunities to improve processes and practices.

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