Senior Compensation Manager | Primarily Remote | Occasional Travel to Hertfordshire or Midlands offices
To be considered for this role, you must ideally be immediately available to a maximum of a 1 month notice period.
We’re looking for a Head of Compensation to join an established Reward team, reporting to the Reward Director. This is a substantial role in a large business that has grown by bringing different organisations together. You’ll help create a more consistent approach to roles, levels and pay, while keeping the day-to-day compensation work running effectively.
Job architecture will be a major priority. You’ll develop a clear framework for evaluating and levelling roles, then use it to help align pay structures and practices across the business. The work calls for someone who can design a sound approach, work through the detail and bring stakeholders with them.
What you’ll be doing
- Develop and embed job architecture, including role families, levels, grading and job evaluation.
- Review existing compensation arrangements and identify where roles, grades or pay practices need to be aligned.
- Build and maintain salary ranges, using market benchmarking and internal pay data to support recommendations.
- Manage the day-to-day flow of compensation advice on new hires, promotions, internal moves, retention cases and pay exceptions.
- Support the annual salary review and bonus cycles, including planning, modelling, guidance for managers and checking outcomes.
- Analyse pay data to spot inconsistencies, assess the impact of proposed changes and provide clear reporting to the Reward Director and business leaders.
- Work closely with HR colleagues and senior stakeholders to make compensation decisions consistent, well evidenced and practical to implement.
- Improve compensation processes, documentation and governance so that decisions are easier to make and explain.
What you’ll bring
You’ll have strong compensation experience in a complex organisation, with hands‑on knowledge of job architecture, grading, market pricing and salary structures. You’ll be confident working with detailed data and advising senior stakeholders, and able to balance the longer‑term work of building a coherent framework with the pace of everyday pay decisions.
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