This is a hands-on remuneration role sitting in a small but growing reward function that’s still very much in build-and-refine mode.
They've laid strong foundations across frameworks, processes, policies and job architecture. Now it’s about maturity, consistency and running cycles well, while continuing to lift capability across the business.
You’ll be working closely with a leader who is invested, motivated and genuinely keen to set you up for success.
Is this your perfect match?
This role has visibility, trust and influence, and will suit someone who enjoys ownership rather than waiting for perfect resourcing.
If you're half analytical superstar, and half genuine relationship builder, this one is for you!
What you'll be doing
Owning and running the annual remuneration cycle, including planning, forecasting and delivery
Administering and evolving the job architecture framework, including evaluation, grading and Mercer benchmarking
Leading and coordinating remuneration and benefits projects, including incentive redesigns and broader transformation work
Managing multiple STI programs across different cohorts
Partnering with the business to improve alignment between incentives, performance and experience
Overseeing benefit programs and working with vendors and internal teams
Building Excel-based models and scenarios that leaders can actually understand and act on
Analysing market and internal data to ensure reward decisions are competitive, equitable and commercially sound
Delivering cyclical reporting including gender pay equity and regulatory requirements
Turning data into a clear story, not just a spreadsheet
Partnering closely with finance, operations leaders, tech and senior stakeholders
Working with GMs and senior leaders (and occasionally C-suite) to support decision-making
What you'll bring
Strong experience in remuneration or total rewards within a complex environment (ideally retail)
Advanced Excel capability and confidence building models and scenarios
Experience working with incentive plans across multiple cohorts
Exposure to large-scale or transformational reward projects is a strong plus
Comfort working in systems such as Workday and Mercer benchmarking tools
Commercial judgement and the ability to balance rigour with reality
Clear, confident communication and the ability to educate leaders
Strong organising and prioritisation skills in a lean team
A collaborative, grounded leadership style with ambition to grow