Senior Reward Analyst

Reward Strategy & Governance

• Support the design and execution of the reward strategy in alignment with global reward principles.
• Ensure reward frameworks are fair, competitive, and compliant with regional legislation across multiple markets.
• Provide expert input into global reward initiatives, representing the unique needs of the different markets.

· Lead and deliver reward projects, for example:

• Enhancements to incentive frameworks (AIP, sales incentives, EPT alignment).
• Reward governance improvements.
• Benefits harmonisation and process optimisation.
• Reward initiatives linked to strategy or regulatory changes.
• Conduct scenario modelling, costing, and impact assessments for proposed changes.

Compensation

• Support annual compensation cycles for allocated markets, including salary review and bonus planning.
• Review market benchmarking, analyse pay data, and recommend changes to maintain competitive reward positioning.
• Manage job evaluation, career frameworks, and internal pay structures.
• Partner with People and business leaders to advise on pay proposals, promotions, and organisational design changes.

Benefits

• Partner with People Business Partners to review the benefit offering and contribute to the evolution of wellbeing, pension, and insurance offerings across the company.

Performance & Incentives

• Support delivery and optimisation of bonus, sales incentive, and recognition programmes.
• Analyse performance related reward outcomes to ensure fairness and alignment with business goals.

Compliance & Risk Management

• Ensure reward practices meet legal, tax, and regulatory requirements across global jurisdictions.
• Maintain strong governance standards, including pay equity, gender pay reporting, and audit compliance.

Data, Insights & Reporting

• Produce data-driven reward insights to support decision-making.
• Analyse reward trends and recommend proactive enhancements.
• Translate complex analysis into clear, concise insights for senior stakeholders.

Stakeholder Management

• Act as a trusted subject matter expert to People teams and senior leaders as appropriate.
• Train People Business Partners and People Managers on reward frameworks and processes.
• Collaborate with centres of excellence, finance, payroll, and global reward partners.