Reed HR are working alongside a large Not for Profit Organisation based in Central London who are recruiting for an experienced Pay & Reward Specialist on an interim basis for a minimum of 1 year.
This role is hybrid so flexibility is offered.
Job Summary
The postholder will lead a strategic project to examine the effectiveness and fairness of the organisation’s current pay and reward arrangements. Their work will include a robust pay benchmarking exercise, and conduct a review of our pay structures, policies and processes.
Using this data, the postholder will identify risks and issues, and make short- and long-term recommendations for how the pay structures, grading processes, and wider reward framework can evolve within realistic financial parameters. This may include reviewing the relevance and fairness of our current job evaluation (JE) scheme and exploring options for its development and looking at the data from the latest equal pay audit.
While this is a project-based role, there may be occasions where expertise is needed to advise on live matters, for example on pay awards, job evaluation or on pay related concerns.
Key Responsibilities
Analysis & benchmarking
*Carry out a structured pay benchmarking exercise, comparing the company’s salaries and benefits with similar organisations to understand market position.
*Review internal pay data and pay documentation to identify patterns, gaps, or concerns — such as pay erosion or differences between grades or job types, as well as inefficiencies in processes.
Equal pay audit follow up & compliance review
*Review equal pay audit outcomes to identify areas of concern that may influence recommendations.
*Work to implement practical steps stemming from the equal pay audit outcomes.
*Ensure pay scales and structures are legally compliant and meet current best practice.
*Ensure pay practices align with commitments such as the Living Wage Foundation standards.
Job evaluation and grading framework
*Review the current job evaluation scheme to ensure it is fair, effective, and understood by staff and assess whether it has the confidence of the people who use it.
*Recommend changes, improvements or alternatives to ensure our grading approach is clear and up to date.
*Take part in governance activities (such as the Job Evaluation Technical Advisory Group) to help oversee and support the process.
Recommendations & strategic planning
*Produce a clear, evidence-based report outlining key findings, identified risks, and well-structured recommendations, differentiating between short-term actions and longer-term changes. Present findings in a clear and accessible way, so that people without technical knowledge can understand and use the information.
*Contribute to the development of a pay and reward strategy that reflects the organisations mission, values, and HR priorities.
*Present proposals to senior leadership and internal governance stakeholders to support informed, strategic decision-making.
*Provide data-driven insight to inform planning for future pay reviews, salary progression, and overall pay and reward alignment.
Stakeholder engagement & advisory support
*Engage internal stakeholders, including staff, managers, trade union reps, and employee networks to understand diverse perspectives on pay and reward.
*Participate in the Pay Erosion Working Group and help progress its work by contributing insight, advice and practical options.