Pay Transparency & Incentives Manager

This role is pivotal in establishing the foundations and tools necessary for enhancing our incentives and pay transparency. This will include key projects such as:
- Support the design of a global pay transparency framework that complies with all country legislations. This role will project manage parts of the end-to-end delivery of Pay Transparency, such as the implementation of new practices, processes, communications, training, and the rollout of an external system across the organisation.
- Help manage the process to deliver the required corporate social responsibility disclosures (CSRD) from reward, including European Sustainability Reporting Standard (ESRS) and other external reporting. The role will be required to ensure a clear link with the executive compensation team who lead on the Annual Report and Accounts.
- Support the annual living wage assessments, working with the team to ensure full compliance and reviewing process to make yearly improvements to automate, simplify and embed the philosophies in all our practices.
- A key support in managing areas of the global incentive programs such as annual bonuses, special incentives and sales incentives, with a focus on streamlining offerings and processes to ensure the incentives deliver a return on investment for both employees and the business.
- Supporting and where appropriate managing future reward projects to help enhance and develop all compensation offerings by automating and simplifying programs, policies, and applications to remain industry leading.
The role will work closely with the PEX team on process management, the Reward Architecture and Base Pay team, Regional Reward teams and interface with Legal, OD&A, Talent, HRLT, senior executives, and the wider HR community.

This role offers an exciting opportunity to contribute to the global reward strategy and make a significant impact on the organization's fundamentals of reward. If you have a passion for reward fundamentals, reward management and possess the required skills and experience, we encourage you to apply.

• Pay Transparency: Support with the implementation of a global pay transparency framework ensuring fairness, parity and openness across the globe. This will include the integration of a new external Pay Transparency tool across global markets. The role will also be expected to support teams with guidance on Pay Transparency principles, ensure consistent application and clear communication to all stakeholders.
• Corporate Governance (CSRD/ESRS) and Living wage: Assist with running the full process at a global level to collect, analyse, provide rationale and submit data on CSRD/ESRS reporting, which covers Gender pay gap, CEO Pay ratio and Living Wage reporting and compliance.
• Incentive Programmes: Assist in the management of the implementation and improvements on any incentive programmes across the globe, considering strategic changes on how we ensure consistency, simplification, competitiveness and automation.
• Stakeholder Management: Work closely with internal stakeholders to align Pay Transparency and Incentives with broader reward and HR strategies including strong relationships with key stakeholders such as various HRLTs, and the Regional Reward team.
• Collaboration: Work closely with the PEX team to streamline processes and ensure efficient execution. Collaborate with the Reward Architecture and Base Pay team to ensure integration across the compensation areas and projects for example: ensure the Global Pay Transparency actions are linked into APR, JE and Base pay frameworks and programmes.
• Global Projects: Participate in and lead various global projects as required, contributing to the continuous improvement and innovation of reward fundamentals, processes and practices.
• Data Analysis and Reporting: Assist in the management of the reward analysts to conduct thorough data analysis and assist in preparing reports to provide valuable insights for senior management and executive level decision-making on various elements of the role, including but not limited to:

• Pay transparency analytics and our compliance and risk level

• Incentive calculations covering cost and ROI

• Reporting that is publicised such as ESRS

• Training and Communication: Manage / assist in producing communications to support providing clarity and understanding on any compensation products, processes or policies. Support in running training sessions to reach diverse audiences and with all levels of the organization to ensure.

• Ad hoc request: Any other requests or projects as deemed appropriate for the role.