At AQA, we’re committed to advancing education and we’re committed to our people. As the largest provider of academic qualifications in the UK, we mark over seven million GCSEs and A-levels each year and it’s our people who make this happen. Read on to find out what you will need to succeed in this position, including skills, qualifications, and experience. Reward & Benefits Manager Permanent Salary Manchester, Milton Keynes, London: £48,000 - £55,000 per year Hybrid working – up to 3 days per week from home Are you a total rewards expert who wants the opportunity to shape a business? Can you think strategically with strong commercial acumen as well as roll up your sleeves to get things done? AQA have ambitious plans for the future and in this newly created role you will be the subject matter expert for total reward. You will t ake the lead on the review, development, implementation, management and continuous improvement of AQA’s reward and benefits offer, ensuring that costs are managed appropriately, whilst delivering a compelling and competitive future focused reward framework that enhances retention and employer brand. Purpose: Excited by the opportunities that change brings, you will have end to end responsibility of a forward thinking reward offer and strategy, underpinned by good practice policies and procedures which is affordable and sustainable, reflects AQA’s values, forms part of a compelling employee value proposition and is compliant with legislative and other requirements. Landscape: Managing AQA’s reward offer, the Reward & Benefits Manager reports into the Head of Human Resources, who in turn reports into the Director of People. AQA has the ambition to be more than an exam board. We employ over 1,000 permanent staff in our core business, in addition to approximately 1,000 temporary staff. We also work with up to 30,000 associates during peak exam periods. As the UK’s leading provider of general qualifications, we have an agenda to modernise, grow and diversify: we will modernise and digitise our educational assessment products and services to customers, and also the way we work and are organised. We are growing organically and through acquisition, and we are diversifying our range of products and services. These all have implications for the people agenda at AQA and for our reward and benefits offer. This appointment is part of People Group’s ongoing agenda to offer a modern, business-led and responsive HR approach and offer so that we can attract, motivate and retain the talent we need. Activities: Take the lead on the review, development, implementation, management and continuous improvement of AQA’s reward and benefits offer, ensuring that costs are managed appropriately, whilst delivering a compelling and competitive future focused reward framework that enhances retention and employer brand; Work with the Head of Human Resources and key stakeholders to develop an integrated Reward and Benefits Strategy and underpinning action plan, that drives employee engagement and experience; Lead on the review and delivery of key reward and recognition programmes such as long service awards and recognising the best scheme, influencing key stakeholders across AQA to ensure successful delivery; Lead the delivery of key reward projects from end to end, including alignment and harmonisation, where appropriate, of reward and benefits across all parts of the AQA group, taking responsibility for the design, effective consultation and delivery; evaluating the benefits and linking outputs to commercial value. Responsible for developing, managing and updating all reward related offer, policies and procedures, such as pensions, life assurance, income protection, healthcare, car allowances, cycle to work scheme etc, working with People Services and Payroll to ensure processes are efficient and fit for purpose; Build and manage beneficial relationships with internal and external partners to share good practice, and develop and implement innovative approaches to reward. This includes management of relationships with reward and benefits partners partners (including pensions) to advise on items such as salary frameworks and benchmarking, and the ongoing and affordable management of pensions for our colleagues. Collaborate with Finance- to ensure affordability and smooth operation of reward and benefits offer, and with People Leadership Team and People Group Comms Partner to improve promotion of current rewards and benefits offer; As AQAs reward expert, develop and (or bring in experts to) offer reward and financial management information and training as appropriate; Supporting the Director of People and Head of Human resources, produce data, conduct research and analysis, making recommendations for Remco and annual salary negotiations; Have oversight of the AQA Defined Contribution Workplace Pensions, including contract/performance management of the pension provider(s), coordination of the pension oversight committee, and liaison with pension provider(s) to facilitate effective staff communication and engagement; Have oversight of the ongoing management of AQA’s legacy Defined Benefits pension schemes, advising on and ensuring adequate provision for future liabilities, and ensuring AQA does all it can to limit those liabilities. Work with our reward partners to ensure the regular and timely provision of up to date salary benchmark data, advising on how it can be applied to roles across AQA to ensure we remain attractive and competitive, whilst managing our overall wage bill. Prepare Executive Board Papers on all Reward related matters, including management reports for the Executive team and AQA’s Board of Trustees, and Remuneration committee; Review pay gap analyses and work with relevant stakeholders and business leaders to ensure appropriate actions plans are identified and implemented to address pay gaps. Input to the annual salary increase process and negotiations, providing data and modelling to ensure pay increases are fair, motivating and allow for adequate pay progression, and advising on options and alternatives, ensuring organisational affordability at all times. Need to know (to be successful in this role, you will need): Substantial knowledge and experience in reward and benefits covering a breadth of activities and best in class reward practices and policies (both contractual and non contractual), including pay frameworks, progressive benefits and recognition approaches, and working knowledge of defined contribution and defined benefits pensions arrangements; Previously influenced and built rapport with a diverse range of internal and external stakeholders to drive a Reward Strategy; Demonstrable experience of planning, evaluating and implementing reward programmes and initiatives and delivering projects; Experience of working with and implementing different types of pay frameworks, the pros and cons of each Clear and concise written and verbal communication skills and the ability to produce straightforward policy documentation, strategic reports, training and briefings; Experience of researching, analysing and collating data and ability to present sensitive information; Knowledge of job evaluation a benefit ‘Step up’ - Think for ourselves. Use sound judgement and hold ourselves to account. ‘Shape tomorrow’, look up, out and ahead. Use our independent voice to influence. Question what we do and take considered risks to improve and innovate. Demonstrated commitment to learning through continuous educational development PRO22 #LiHybrid Recruitment Agencies We have a preferred supplier list (PSL) in place. Unsolicited CVs will be treated as a gift. We will not be subject to or liable under your terms and conditions for agency fees. Full Job Description Summary As the reward and benefits expert, you will have end to end responsibility for the review, development, implementation and management of a forward thinking reward offer and strategy, underpinned by good practice policies and procedures which is affordable and sustainable, reflects AQA’s values, forms part of a compelling employee value proposition and is compliant with legislative and other requirements. The role holder will drive continual improvement through evidence based research and analysis to support decision making to design, deliver, support and influence on a variety of contractual and non-contractual reward initiatives and process improvements.Landscape: Managing AQA’s reward offer, the Reward Specialist / Manager reports into the Head of Human Resources, who in turn reports into the Director of People. AQA has the ambition to be more than an exam board. We employ over 1,000 permanent staff in our core business, in addition to approximately 1,000 temporary staff. We also work with up to 30,000 associates during peak exam periods. As the UK’s leading provider of general qualifications, we have an agenda to modernise, grow and diversify: we will modernise and digitise our educational assessment products and services to customers, and also the way we work and are organised. We are growing organically and through acquisition, and we are diversifying our range of products and services. These all have implications for the people agenda at AQA and for our reward and benefits offer. This appointment is part of People Group’s ongoing agenda to offer a modern, business-led and responsive HR approach and offer so that we can attract, motivate and retain the talent we need. Activities: Take the lead on the review, development, implementation, management and continuous improvement of AQA’s reward and benefits offer, ensuring that costs are managed appropriately, whilst delivering a compelling and competitive future focused reward framework that enhances retention and employer brand; Work with the Head of Human Resources and key stakeholders to develop an integrated Reward and Benefits Strategy and underpinning action plan, that drives employee engagement and experience; Lead on the review and delivery of key reward and recognition programmes such as long service awards and recognising the best scheme, influencing key stakeholders across AQA to ensure successful delivery; Lead the delivery of key reward projects from end to end, including alignment and harmonisation, where appropriate, of reward and benefits across all parts of the AQA group, taking responsibility for the design, effective consultation and delivery; evaluating the benefits and linking outputs to commercial value. Responsible for developing, managing and updating all reward related offer, policies and procedures, such as pensions, life assurance, income protection, healthcare, car allowances, cycle to work scheme etc, working with People Services and Payroll to ensure processes are efficient and fit for purpose; Build and manage beneficial relationships with internal and external partners to share good practice, and develop and implement innovative approaches to reward. This includes management of relationships with reward and benefits partners partners (including pensions) to advise on items such as salary frameworks and benchmarking, and the ongoing and affordable management of pensions for our colleagues. Collaborate with Finance- to ensure affordability and smooth operation of reward and benefits offer, and with People Leadership Team and People Group Comms Partner to improve promotion of current rewards and benefits offer; As AQAs reward expert, develop and (or bring in experts to) offer reward and financial management information and training as appropriate; Supporting the Director of People and Head of Human resources, produce data, conduct research and analysis, making recommendations for Remco and annual salary negotiations; Have oversight of the AQA Defined Contribution Workplace Pensions, including contract/performance management of the pension provider(s), coordination of the pension oversight committee, and liaison with pension provider(s) to facilitate effective staff communication and engagement; Have oversight of the ongoing management of AQA’s legacy Defined Benefits pension schemes, advising on and ensuring adequate provision for future liabilities, and ensuring AQA does all it can to limit those liabilities. Work with our reward partners to ensure the regular and timely provision of up to date salary benchmark data, advising on how it can be applied to roles across AQA to ensure we remain attractive and competitive, whilst managing our overall wage bill. Prepare Executive Board Papers on all Reward related matters, including management reports for the Executive team and AQA’s Board of Trustees, and Remuneration committee; Review pay gap analyses and work with relevant stakeholders and business leaders to ensure appropriate actions plans are identified and implemented to address pay gaps. Input to the annual salary increase process and negotiations, providing data and modelling to ensure pay increases are fair, motivating and allow for adequate pay progression, and advising on options and alternatives, ensuring organisational affordability at all times. Need to know (to be successful in this role, you will need to know): Substantial knowledge and experience in reward and benefits covering a breadth of activities and best in class reward practices and policies (both contractual and non contractual), including pay frameworks, progressive benefits and recognition approaches, and working knowledge of defined contribution and defined benefits pensions arrangements; Previously influenced and built rapport with a diverse range of internal and external stakeholders to drive a Reward Strategy; Demonstrable experience of planning, evaluating and implementing reward programmes and initiatives and delivering projects; Experience of working with and implementing different types of pay frameworks, the pros and cons of each Clear and concise written and verbal communication skills and the ability to produce straightforward policy documentation, strategic reports, training and briefings; Experience of researching, analysing and collating data and ability to present sensitive information; Knowledge of job evaluation a benefit ‘Step up’ - Think for ourselves. Use sound judgement and hold ourselves to account. ‘Shape tomorrow’, look up, out and ahead. Use our independent voice to influence. Question what we do and take considered risks to improve and innovate. Demonstrated commitment to learning through continuous educational development