Strategic Business Performance Manager

The Total Reward Centre of Excellence plays a pivotal role in driving customer-centric total reward solutions that underpin exceptional business performance and differentiation at an organisational level.

You will shape and lead total reward priorities, delivering total reward solutions that support both colleagues and strategic business aspirations. You will help guide the business through change and risk management, ensuring that total reward practices are future-proofed, customer-centric, and drive increased business performance.

• Lead total reward advice, guidance, and insight across the business unit(s), developing customer-centric, data-led total reward solutions that deliver differentiated outcomes for specific business unit(s) and geographies.
• Identify opportunities and deliver solutions to enhance the effectiveness of total reward, driving improved business performance, with seamless Reward CoE activities and processes.
• Drive increased leadership and line manager understanding of the value and impact of total reward adoption and use, leveraging opportunities to enable managers to make balanced, consistent, and unbiased total reward decisions.
• Collaborate with HR and CoE teams to identify innovative ways to simplify total reward delivery and drive performance within and across business units through total reward insights.

Implement and embed total reward programmes (cyclical and change) across the business, enhancing total reward value as part of the Employer Value Proposition. Bring external perspectives and ingrains best practice across the business to increase the impact of total reward on organisational performance.

The skills required for success:

Business partnering: leads and shapes partnerships with leaders to translate business unit/CU goals into total reward programmes to increase business and individual performance. Knowledgeable in people drivers of organisational performance and financial levers, highly skilled at influencing across business leaders.

• Analytical and problem-solving skills: demonstrates strong analytical ability to analyse data, identify root causes of issues, develop effective solutions, and make data-driven decisions to optimise the Reward CoE's effectiveness.
• Change and project delivery: highly proficient in change management techniques to facilitate smooth transition of total reward change to attract, reward, and retain colleagues throughout the organisation.
• Storytelling with data/business insights: strong skills in building the case for total reward change, drawing on data and analytical insights, and communicating through customer-centric design.
• Communication: able to communicate confidently and with influence across all total reward matters, tailoring communication style to suit the intended audience.

Innovation and excellence: builds knowledge base through internal and external learning exposure, bringing thought leadership to influence business total reward solutions, demonstrating ability to grow capability of others through knowledge sharing and coaching.

Leadership accountabilities and experience expected:

• Customer champion: ensures team understanding of customer needs and expectations, using operational and technical expertise to deliver brilliant experiences.
• Change agent: drives change programmes and acts as a positive role-model during times of ambiguity, ensuring effective outcomes.
• Collaborative partner: builds internal and external relationships, collaborating operationally and technically to deliver business results.
• Commercial thinker: uses understanding of internal commercial insight and latest external thinking to develop and implement ideas that benefit the organisation.

Mandatory experience:

• Respected total reward expert: At least 7 years' experience leading effective change across all elements of total reward, including recognition, and performance within disruptive business environments.
• Deep technical total reward experience: expertise developed across design to delivery in at least four reward specialist areas, with the ability to embed change through high-impact education and learning.
• Agile, trusted business partner: experience of relationship building and influencing stakeholders at all levels within a global organisation across a few different sectors, with at least 15,000 employees.
• Governance and risk management experience: significant experience managing pension, compensation, and benefit plans with accountability for risk management and reporting, delivering operational improvements to proactively manage people risks.
• Demonstrates experience establishing strong collaborative relationships across HR and the business to deliver significant people change.