This website is part of the Nicholas Associates Group. Click on the group logo to find out more.

Job Details

HR/Reward Analyst

  • Job Location: Reading
  • Job Type: Permanent
  • Salary: £50,000 p/a - £60,000 p/a
  • Posted on: 23rd Mar 2023
  • Job Reference: JO0000022683
Related searches

Search for more jobs in Reading

Search for HR/Reward Analyst jobs in Reading

Reward/HR Analyst | Reading OR London | £50k-£60K

3 days in office spread across London and Reading and 2 days working from home.

Working closely with the CPO and key stakeholders in HR and across the wider business functions, you will support HR data governance, reporting, and analytics.

About you
·Minimum of 4 years as an HR/Reward Analyst in a large organisation (3000 headcount+ ) preferably multi-site, multi-brand with a strong reward bias.
·Excellent Excel skills, intermediate PowerPoint, Word
·Able to work in a highly confidential manner
·Ability to make sense of complex information
·Client-focused
·HR systems literate, preferably PeopleSoft
·Excellent communication skills - verbal and written
·Able to work with minimal supervision - good initiative, pro-active
·Good understanding of the statutory landscape e.g. GDPR
·Well-organised and good attention to detail.
The role 
·Manage the People & Talent annual calendar
·Create and manage the timelines necessary to deliver key processes and activities e.g. pay review, talent review, gender pay etc.
·Produce reports and analysis to provide insights
·Make recommendations to improve processes
·Alert the People & Talent Director to any issues and / or opportunities
·Create and use standard documentation and templates where appropriate
·Create and maintain a central database of key compensation arrangements
·Create and maintain key information relating to core remuneration processes e.g. pay review, annual bonus, Share Scheme
·Support in the creation and delivery of end to end processes for core remuneration activity
·Provide accurate and useful analysis to enable good decision-making with regard to remuneration
·Ensure all documentation is accurate, up to date and presented in a user-friendly manner.
·Support the Remuneration Committee with documentation and advice.
·Work closely with the Payroll team to ensure the smooth exchange of information.
·Create and maintain a central view of key talent across the business.
·Provide insights to future talent needs through effective analysis of data
·Carry out research into development opportunities.
·Maintain clear picture of each individual who is identified as future key talent.
 

image