Reward Analyst

Role Profile 

The Reward Analyst plays a key role in supporting the company’s reward strategy, ensuring fair, competitive and well-governed pay and benefits practices.  The role supports strategic decision-making by providing analytical expertise across core reward activities, including Gender Pay Gap reporting, remuneration benchmarking, and annual pay review processes. 

The role requires strong data capability, attention to detail and the ability to work collaboratively within the People team and other business stakeholders to deliver high-quality data insights to support strategic decision making and maintain pay principles. 

In addition to core reward responsibilities, the Reward Analyst will play a key role in producing high-quality people data and insight for senior stakeholders. This includes the preparation of regular and ad hoc reports for the Board, Executive Committee and wider leadership teams, ensuring information is accurate, well governed and clearly presented.  

Please note that this role is a 12-month fixed-term contract.  

Technical Knowledge  

Understanding of reward principles, pay structures and benchmarking methodologies 

Experience of producing statutory Gender Pay Gap reports, including data validation, analysis and development of narrative 

Proficiency in remuneration benchmarking using external salary data 

Knowledge of pay review processes, including data preparation, modelling, scenario analysis and budget tracking 

Understanding of employee benefits provider management and annual reviews 

High level of technical competence in Excel, e.g. pivot tables, lookups and modelling 

Experience of HRIS reporting tools, knowledge of BambooHR is desirable but not essential 

Awareness of relevant UK employment legislation and Financial Services regulatory requirement relating to reward 

 Ability to maintain strong data governance, audit trails and compliance standards 

Collaboration & Team Contribution 

Work closely with People Partners, Finance, Talent acquisition and business leaders to provide clear, accurate reward and people-related insights 

Support People Partners and Line Manager during the pay review cycle, offering guidance on tools, data and reward policies 

Build effective relationships with external benefits providers, ensuring smooth service delivery and timely issue resolution 

Contribute to cross-functional reward and data production projects, sharing expertise and supporting continuous improvement initiatives 

What success looks like 

Gender Pay Gap reporting is delivered on time, accurately, and with clear insights that support meaningful action planning 

Benchmarking outputs are robust and well-interpreted 

The annual pay review runs smoothly, with high-quality data, minimal errors and strong business confidence in the outputs 

Employee benefits are well managed, with strong provider relationships, timely issue resolution and positive employee feedback 

Data is accurate, well governed and maintained to audit-ready standards

Demonstrable improvement to all processes related to reward, including onboarding, promotion, job moves and leavers

Skills, Behaviours & Knowledge

Advanced Excel and strong analytical capability 

Ability to interpret complex data and translate it into meaningful insights 

Ability to communicate complex information in a clear, accessible way, adapting style to suit technical and non-technical audiences 

Effective stakeholder management and relationship management 

High level of organisation and ability to manage cyclical processes 

Focussed on detail and accuracy 

Ability to be flexible & adapt at short notice

Strong and effective decision-making

Team player who is willing to collaborate and trust

Ability to deal with confidential matters with discretion and tact
 

Senior Managers & Certification Regime (SMCR)  

As this is a Certified role under the SMCR, the Reward Analyst is required to adhere to the FCA Conduct Rules: -  

You must act with integrity 

You must act with due skill, care and diligence 

You must be open and cooperative with the FCA and other regulators 

You must pay due regard to the interests of clients and treat them fairly 

You must observe proper standards of market conduct 

You must act to deliver good outcomes for clients