Reward Lead Full Time
£51,050 – £64,750
About the job
We are looking for an experienced Reward Lead, with confident stakeholder and relationship management skills and a strong track record of delivering high-quality pay and reward policies. Ideally, you will have experience in changing and improving the employee offer and development of reward strategies in an organisation that aligns closer to private sector pay practices.
The CDIO HR Team provides support to Revenue and Customs Digital and Technology Services (RCDTS), a government-owned company that provides IT services to HMRC. This role provides advice and policy in the reward and benefits field, leading a team of 5 to develop and implement a reward strategy to improve the employee value proposition and create a better employee experience. It is an exciting time for RCDTS with a range of improvement measures being developed to better support employees.
All our people play a key role in delivering our priorities by being accountable for leading and owning discrete projects and work-streams. This involves pro-active and high-quality contributions to ensure our team works effectively and delivers desired outcomes.
Building effective relationships alongside gathering and presenting data sets into accessible formats that are easily understood by all stakeholder groups – ensuring the right conversations and decisions take place on pay, reward strategy and reform.
Develop, design and implement RCDTS evidence based, strategic approach to pay and wider reward packages.
Part of the reward strategy work will involve the introduction of a new pay and grading system, so familiarity with a range of grading options will be required to lead the discussion on options and best practice.
Annual pay award:
Manage the pay remit process, including definitions of funding, preparation of submissions to the RCDTS Board and HM Treasury, negotiation with the Employee Forum and TUs, and implementation of the pay award.
Pay Policy Guidance:
Provide guidance across the range of pay policies on and development of new policies and guidance as part of the reward strategy work.
Balance project management, policy development and strategic thinking in a complex stakeholder environment.
Gender Pay Gap:
With Diversity and Inclusion colleagues lead on statutory gender pay gap reporting, ensuring that the legal and data requirements are met and that our publication subscribes to central guidance from the Cabinet Office.
Build and maintain relationships:
Maintain a deep network across CDIO to ensure policy and practices support the organisational delivery objectives.
Work closely with the Employee Relations lead to develop the Employee Forum, the voice of staff across RCDTS.
Manage the annual pension governance exercises, reporting on performance and suitability of the pension scheme to the RCDTS Board.
Lead on insurance renewals as part of the benefits package, ensuring both value for money and appropriate levels of cover for employees.
Embed all strategies, policies and the new approach to the wider employee value proposition to drive an enhanced employee proposition.
Build Reward capability within the Pay and Benefits team.
Role model HMRC’s values through your ways of working, in particular through being open and inclusive, empowering, accountable, professional, understanding, engaging, and also listen and collaborate.
We’ll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Communicating and Influencing
- Seeing the Big Picture
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
If you are applying for a role in an office within a regional centre location or a transitional or specialist site, then the following may apply: Daily Travel Assistance will be available for this role, provided the successful applicant is a current HMRC employee and meets the eligibility requirements outlined in the department’s Daily Travel Assistance guidance.
Things you need to know
Selection process details
You will be asked to provide a 250 word statement for each of the 4 behaviours listed. An initial sift based on behaviour 1 may be held if a large number of applications are received. If your application progresses to a full sift, all behaviours will then be considered.
Candidates who are successful at sift stage will be invited to an interview which will include both strength and behaviour questions.
Interviews may be held via video. Sift and interview dates to be confirmed.
Any move to HMRC will mean you will no longer be able to carry on claiming childcare vouchers.
Customer facing roles in HMRC require the ability to converse at ease with members of the public and provide advice in accurate spoken English and/or Welsh where required. Where this is an essential requirement this will be tested as part of the selection process.
A reserve list may be held for a period of 12 months from which further appointments can be made.
If you are successful and transferring from another Government Department, we will carry out a check of your identity, nationality, and immigration status (including the right to work in the UK) and a criminal record check before confirming your appointment.
Successful candidates must pass a Disclosure and Barring Security Check/Disclosure Scotland. Please note that HMRC have an exemption under the Rehabilitation of Offenders Act 1974, which enables us to make enquiries about both unspent and spent convictions.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service /Disclosure Scotland on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.firstname.lastname@example.org stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
In November 2015, HMRC announced the next step in our ten-year modernisation programme to create a tax authority fit for the future, committing to high-quality jobs and the creation of new regional centres serving every region and nation in the UK. We set out our plans to consolidate into 13 large, modern offices, equipped with the digital infrastructure and training facilities needed to build a more highly-skilled workforce. These offices will be located in Glasgow, Edinburgh, Belfast, Newcastle, Leeds, Liverpool, Manchester, Nottingham, Birmingham, Bristol, Cardiff, Croydon and Stratford. There will also be a small number of specialist sites, where the work cannot be done anywhere else, in Gartcosh (near Glasgow), Telford, Ipswich, Worthing and Dover, as well as our headquarters in central London. In addition, our Welsh language service has people in specialist roles located in Porthmadog, as well as Cardiff. If you are recruited into an office that is not one of these locations, you will be expected, subject to HMRC’s applicable policies, to move to one of these locations in the future. In some cases this will be via a transitional site. If you are not a current civil servant, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. If you are a current HMRC employee and you joined HMRC through an advert that was advertised on or after 11/01/2017, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. This is in line with the terms of your original appointment to HMRC. For more information please contact the vacancy holder.
Terms and Conditions
Some of HMRC Terms and Conditions of employment changed on 1st May 2013, these will apply to people who are new recruits to HMRC or who take a new job in HMRC on promotion. The document attached to this advertisement provides more information on the changes we made, please note this is not a full list of HMRC’s terms and conditions. If you need to discuss how these changes might affect you, please contact the vacancy holder. For further information on terms and conditions please visit https://www.gov.uk/government/organisations/hm-revenue-customs/about/recruitment#annual-leave
If you are currently working for an OGD and would like to consider the impact on your pay when joining HMRC, please see the attached document “Pay on Transfer from OGD” for further information.
New entrants are expected to join on the minimum of the pay band.
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via email@example.com as soon as possible before the closing date to discuss your needs.
Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.
Feedback will only be provided if you attend an interview or assessment.
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