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Reward & Workforce Planning Partner

Posted 13 hours 32 minutes ago by Jobtailor

Permanent

Full Time

Other

London, United Kingdom

Job Description

Overview

Partner closely with the Head of Talent, Finance, and senior stakeholders to ensure consistent, fair, and data-led decisions on pay, progression, and workforce planning.
Support the implementation and evolution of reward frameworks, ensuring alignment with organisational principles and external positioning.
Support the development and ongoing refinement of the Reward policy, including structures, benchmarking and job levelling.
Lead the operational delivery of reward activities, including salary reviews and promotion cycles; end to end project management including ownership of third-party relationships for our HRIS system set up.
Provide guidance and support to People Partners and managers on reward, ensuring consistency and fairness.
Contribute to the development and documentation of reward policies and processes.
Review and evaluate the benefits offering in partnership with the People Experience team, providing insight and recommendations to People & Culture Leadership to ensure alignment with reward strategy, organisational needs, and market practice.
Own the annual Gender Pay Gap reporting process ensuring Our Future Health comply with guidelines and timings.
Support workforce planning processes in partnership with Finance and senior stakeholders.
Build and maintain headcount and workforce planning models to support scenario planning.
Ensure accurate and aligned headcount reporting across systems.
Provide insight to inform hiring prioritisation and resource allocation.
Translate people data into clear, actionable insight for Talent, People Partners and leadership.
Develop and maintain reporting across reward and workforce planning.
Identify trends, risks, and opportunities, and proactively raise these.
Support organisational design, succession planning, progression pathways and role architecture.

Requirements

Proven experience independently delivering reward or workforce planning processes end-to-end within a complex organisation
Strong understanding of reward, benchmarking, and pay frameworks
Experience supporting workforce planning, headcount management, or organisational design processes
Ability to translate data into insight and clear recommendations
Comfortable working with senior stakeholders and influencing decision-making
Pragmatic and solutions-focused, able to operate within defined frameworks while improving them over time
Strong attention to detail, with the ability to see the bigger organisational picture
Collaborative and relationship focussed, with a partnership mindset
Able to balance data, equity, and business need in decision-making
Able to operate with minimal supervision, bringing prior experience and judgement to navigate ambiguity and complexity