HR Advisor – Pay and Reward Full Time

  • Cabinet Office

HR Advisor – Pay and Reward

Cabinet Office

Apply before 11:55 pm on Sunday 28th June 2020


Birmingham is our preferred location. (GPA is committed to an agile and smarter working approach based on outcomes, which means the successful candidate would only need to attend the office when business needs require a physical presence.)

About the job


The Government Property Agency (GPA) was launched as an Executive Agency of the Cabinet Office in 2018. The GPA represents a step change in the way that Government property estate and assets are managed efficiently, by providing innovative and flexible solutions across the Government estate. Our core service is to support departments in business change and workforce transformation. The GPA is the place to be for UK’s leading professionals in estates, commercial, project management and beyond.

The Human Resources (HR) team within GPA is a small, dedicated and friendly team of professionals from a range of complementary backgrounds both in and outside of the Civil Service. We lead, support and develop approximately 200 GPA staff, who are based around the UK, and we drive the people aspects of our business transformation programme. It is an exciting time to join our team.

Job description

We are looking for a highly motivated person to join our team who is keen to play an important part in leading and developing some key strands of HR within GPA. The post holder will be able to be strategic, creative and have a significant impact across the agency.

You will be experienced in finding solutions to challenges, whilst working within policy parameters, and will be a self-starter, able to work from your own initiative. You will be able to look at systems and processes, spot potential levers for change and take effective action to realise that change. You will work collaboratively across teams, spotting opportunities for improvements and supporting colleagues to adopt leading edge approaches to pay and reward to support the people agenda.

You will be effective at communicating with impact and have an
ability to influence, and consult with, key stakeholders. You will have strategic awareness of internal and external reward trends and good project management skills to manage multi-strand projects. You will have strong analytical and numerical skills to complete data analysis.

As well as being comfortable with numbers, and aware of legal and
regulatory requirements, you will need to be able to communicate and educate employees and line managers about the reward strategy. You will work with colleagues in other departments to create a coherent employee value proposition approach.

We are seeking someone who is comfortable working in fast-moving environments and can show flexibility in adapting to priorities as they arise, whilst maintaining focus on core deliverables. You will be confident using data and research evidence to drive effective decision-making and practice.

Finally, you will have a strong delivery focus, underpinned by solid organisational skills and you will be able confidently to apply them to drive forward our people agenda.


Key responsibilities are to lead and deliver GPA’s approach to pay and reward. You will ensure GPA has the basics right and you will take the agency forward in its approaches ensuring we create and sustain a high performance culture. The post holder will work to the Head of HR Delivery who sits under the Head of People Team/HR.

You will be responsible for:

– Producing GPA pay remit
– Managing GPA performance management system
– Leading on Trade Unions engagement
– Increasing and publicising employee benefits, e.g. childcare scheme, cycle to work scheme, etc
– Managing In Year Bonus system
– Working with SSCL on complex pay queries
– Linking to MyCSP, our pensions provider

To achieve this, key activities and deliverables will include:

– Plan and deliver the cyclical pay activities, including the annual pay award, pay remit, and in year bonus
– Deliver key interventions as part of the GPA Reward Strategy
– Manage grading changes for the agency through the JEGS (job evaluation) process
– Carry the Employee Value Proposition through all HR activities
– Manage the activity and engagement required for the performance management process
– Manage our engagement with our recognised Trade Unions
– Play a role in the cross-government reward network
– Draft papers to the Executive Team and provide bespoke reporting on demand
– Support the work of the wider HR team as required



– 25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays. This will be complemented by one further day paid privilege entitlement to mark the Queen’s Birthday.

– A competitive contributory pension where we pay significant contributions to the cost of your pension. There are additional benefits to the Civil Service Scheme. https://www. the-benefits-of-your-civil-service-pension

– Generous paid maternity and paternity leave which is substantially more than the statutory minimum offered by many other employers.

– Childcare benefits: Access to the Tax Free Childcare Scheme. The government has introduced the Tax- Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here;

– Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle;

– The opportunity to use onsite facilities including fitness centres and staff canteens (where applicable).

– Cycle to Work scheme.

– Access to bespoke Civil Service discounts and benefits via mylifestyle.

Things you need to know


Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check.

Selection process details

Applications close: 23:55pm Sunday 28th June

We anticipate interviews being held weeks commencing 13th July

Interviews will be online via video conferencing and we will send you the details you need.

Vacancy managers may sift on one lead behaviour at the application stage. We regret that feedback is only available, at the discretion of the vacancy manager, following the interview stage.

Candidates who are deemed appointable at the interview stage will be held on a reserve list for 12 months.

Our assessment is based on the Civil Service Success Profiles framework, and we start by gathering evidence that candidates have the experience, behaviours, technical competence and skills required for the role.

For shortlisting, you will be assessed on the following:

Experience (Essential and Desirable):

– Experience in working within an HR team/function (Essential)

– Experience working with reward and pay (Desirable)

Behaviours (Essential):

– Communicating and Influencing (lead behaviour)

Technical (Essential):

– Full or part-qualified associate member (Level 5) of the Chartered Institute of Personnel and Development (CIPD) or willing to work towards this, or an equivalent professional qualification which might include a Level 5 HR apprenticeship.

Skills (Desirable):

– Strong analytical and numerical skills – numerically confident and able effectively and accurately to analyse and interpret data to create and present evidence based insight.

– Digital proficiency – effectively using digital technology to deliver services and value for money.

– Evaluation of the effectiveness of interventions and providing recommendations.

– Building and managing relationships and partnerships – consulting and collaborating with key stakeholders.

At interview, you will additionally be assessed on:


– Changing and Improving
– Working Together
– Delivering at Pace

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles.

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Apply and further information

Contact point for applicants

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