AQA Looking For Rewards & Benefits Manager AT Manchester Full Time

At AQA, we’re committed to advancing education and we’re committed to our people. As the largest provider of academic qualifications in the UK, we mark over seven million GCSEs and A-levels each year and it’s our people who make this happen.

Reward and Benefits Manager

Permanent

Salary

Manchester: £48,000

Hybrid Working – up to 3 days per week from home

Are you a Reward and Benefits specialist?

Would you consider yourself a continuous improvement advocate?

We have created a brand new, dedicated role where you can really shape and move our current Employee offering and Reward strategy into a culture which celebrates and recognises contribution in both the what we do and how we go about it.

You will be a commercially astute , creative and forward thinking Reward and Benefits specialist who is looking for their next challenge.

Through collaboration, influence and research you will drive a positive and evolving reward framework into one which rewards based on company performance, affordability, market intelligence, colleague contribution and morale.

What’s in it for you?

Working with and reporting into, the Head of HR you will drive, design and shape our employee value proposition . Looking at our entire reward and benefits package whilst analysing current offerings across the AQA family and investigating other value add initiatives.

Delve into evidence-based research and analysis to support decision making on a variety of reward initiatives and process improvements that will positively impact the current and incoming workforce.

AQA provides a market leading pensions scheme and an important part of this role will be for you to ensure a well-run, efficient and cost effective arrangement. You will manage and review the supplier contracts and be the main company liaison point for day to day pension issues for the main Defined Contribution pension scheme as well as looking after pension issues for active members in our other legacy pension schemes, liaising with external suppliers as necessary. A key element will be the further development of member engagement and internal pension communications. Whilst we are not expecting you to be an expert in pensions, previous experience in this area is desirable.

Our HR team are trained in how to evaluate roles , however you will be the responsive owner to ensuring a consistent approach is in place and to allow a companywide overview.

You will enjoy Christmas off without touching your annual leave entitlement and the opportunity to have up to 18.5% of your salary going into your pension (7% from you and a generous 11.5% from AQA)? Or perhaps you want full access to the Headspace App and an Employee Assistance Programme.

With a move into hybrid working you will enjoy on average of 3 days working from home with two in the office, working alongside the wider People Group including Employee Relations Manager, Head of HR, SHRBPs and across the business with colleagues in Sourcing and Supply, Comms, Finance and our Employee Forums.

You’ll come to us with

Job evaluation expertise in methodology and architecture (experience of operating within budget constraints)

Innovative and demonstrable ideas in developing pay processes that respond to strategic workforce planning, responding to labour market conditions based on analysis and benchmarking .

An effective influencing and coaching style to achieve stakeholder buy-in to business strategy.

Experience and drive to work with ambiguity and the ability to stay resilient, focusing on objectives in a challenging and maturing business environment.

Key to your role

You’ll work alongside the HR Leadership Team and other senior colleagues up to and including executive level, defining and delivering an integrated Reward Strategy.

You’ll enjoy the accountability and autonomy that comes from ownership and delivery of key milestones and initiatives whilst building strong partnerships and building your internal network.

Outcome focused with the experience and drive to work with ambiguity and the ability to stay resilient in focusing on objectives in a challenging and maturing business environment.

Your appointment into this role will form part of People Group’s ongoing agenda to offer a modern, business-led and responsive HR approach and offer so that we can attract, motivate and retain the talent we need

What next?

Tell us about yourselves and send over a CV and tell us why you are right for us via our job portal.

Closing date for applications is 15 September 2022, however we reserve the right to close the role early if we find the right candidate.

Every application will be responded to.

The interview process will comprise of 1 stage undertaken via MS Teams over as short a period as possible.

PRO22

#LI-Hybrid

Recruitment Agencies

We have a preferred supplier list (PSL) in place.

Unsolicited CVs will be treated as a gift. We will not be subject to or liable under your terms and conditions for agency fees.

Full Job Description

Summary

Purpose:
As the reward and benefits expert, you will lead the review, development, implementation and management of a forward-thinking reward offer and strategy, underpinned by good practice policies and procedures which is affordable and sustainable, reflects AQA’s values, forms part of a compelling employee value proposition and is compliant with legislative and other requirements. The role holder will drive continual improvement through evidence-based research and analysis to support decision making to design, deliver, support and influence on a variety of reward initiatives and process improvements.

Landscape:
Managing AQA’s reward offer, the Reward Specialist / Manager reports into the Head of Human Resources, who in turn reports into the Director of People.

AQA has the ambition to be more than an exam board. We employ over 1,000 permanent staff in our core business, in addition to approximately 1,000 temporary staff. We also work with up to 30,000 associates during peak exam periods. As the UK’s leading provider of general qualifications, we have an agenda to modernise, grow and diversify: we will modernise and digitise our educational assessment products and services to customers, and also the way we work and are organised. We are growing organically and through acquisition, and we are diversifying our range of products and services. These all have implications for the people agenda at AQA and for our reward and benefits offer. This appointment is part of People Group’s ongoing agenda to offer a modern, business-led and responsive HR approach and offer so that we can attract, motivate and retain the talent we need.

Activities:
Take the lead on the review, development, implementation, management and continuous improvement of AQA’s reward and benefits offer, ensuring that costs are managed appropriately, whilst delivering a compelling and competitive future focused reward framework that enhances retention and employer brand;

Work with the Head of Human Resources and key stakeholders to develop an integrated Reward and Benefits Strategy and underpinning action plan, that drives employee engagement and experience;

Lead on the review and delivery of key reward and recognition programmes such as long service awards and recognising the best scheme, influencing key stakeholders across AQA to ensure successful delivery;

Lead on the delivery of key reward projects from end to end, including alignment, where appropriate, of reward and benefits across all parts of the AQA group, taking individual responsibility for the delivery; evaluating the benefits and linking outputs to commercial value;

Lead on AQA’s Job Evaluation process and the Review of Grade process, ensuring fairness and consistency across the organisation, whilst also enabling the organisation to attract and retain the best talent;

Responsible for developing, managing and updating all reward related offer, policies and procedures, such as life assurance, income protection, healthcare, car allowances, cycle to work scheme etc, working with People Services and Payroll to ensure processes are efficient and fit for purpose;

Build and manage beneficial stakeholder relationships, engaging and influencing internal and external partners to share good practice, and develop and implement innovative future approaches to reward;

Collaborate with Finance- to ensure affordability and smooth operation of reward and benefits offer, and with People Leadership Team and People Group Comms Partner to improve promotion of current rewards and benefits offer;

As AQAs reward expert, develop and (or bring in experts to) offer reward and financial management information and training as appropriate;

Supporting the Director of People and Head of Human resources, produce data, conduct research and analysis, making recommendations for Remco and annual salary negotiations;

Have oversight of the AQA Defined Contribution Workplace Pensions, including contract/performance management of the pension provider(s), coordination of the pension oversight committee, and liaison with pension provider(s) to facilitate effective staff communication and engagement;

Develop pay processes that respond to strategic workforce planning, including appropriate processes and tools to respond to labour market conditions based on analysis of market rate pay and pay benchmarking, and support the implementation of AQA’s new pay framework;

Prepare Papers for Executive Board, the Board of Trustees and Remuneration Committee on all Reward related matters;

Need to know (to be successful in this role, you will need to know):

Substantial knowledge and experience in reward and benefits covering a breadth of activities and best in class Reward practices and policies;

Previously influenced and built rapport with a diverse range of internal and external stakeholders to drive a Reward Strategy;

Demonstrable experience of planning, evaluating and implementing reward programmes and initiatives and delivering projects;

Clear and concise written and verbal communication skills and the ability to produce straightforward policy documentation, strategic reports, training and briefings;

Strong job evaluation methodology and architecture (experience of operating within budget constraints)

Experience of researching, analysing and collating data and ability to present sensitive information;

Experience of training and coaching colleagues in reward provision, including evaluation methodology and policies and procedures (desirable)

‘Step up’ – Think for ourselves. Use sound judgement and hold ourselves to account.

‘Shape tomorrow’, look up, out and ahead. Use our independent voice to influence. Question what we do and take considered risks to improve and innovate.

Demonstrated commitment to learning through continuous educational development

Location: Manchester/ Guildford / Harrogate / London

Band: Implement B

Reports to: Head of Human Resources