Head of Total Reward - United Kingdom of Great Britain and Northern Ireland - 28150 - Maximus

General information

Job Posting Title

Head of Total Reward

Date

Wednesday, February 12, 2025

City

Remote

Country

United Kingdom

Working time

Full-time

Closing Date

19-Feb-2025

Description & Requirements

Be part of something great

Maximus is a global organisation that specialises in providing health and employment services to millions of people every year. Here in the UK we employ around 5,000 people across the country to deliver services that have a profound impact on people’s lives. From assessments and health services to employability programmes and specialist support, we do work that matters with people who care.

Role Summary

The Head of Total Reward will be responsible for leading the development, implementation, and management of the organisation’s total reward strategy in the UK. This includes overseeing all aspects of compensation, benefits, recognition. This role is pivotal in ensuring that the reward framework is aligned with the organisation's strategic goals, attracts and retains top talent, and fosters a culture of high performance.

Essential Duties & Responsibilities

Total Reward Strategy Development:

• Lead the development of a comprehensive total reward strategy that aligns with the company’s vision, values, and business goals.

• Ensure the reward framework is competitive, equitable, and supports employee engagement, retention, and performance.

• Regularly review and update the reward strategy to adapt to changing market conditions, legal requirements, and business needs.

• Govern the overall employee value proposition and work alongside culture, engagement, talent and development teams to devise propositions as required for talent attraction and retention and tailor where required.

Compensation Management:

• Oversee the design and implementation of competitive salary structures, including job evaluation, salary bands, and incentive programs.

• Lead the annual salary review process and performance-linked pay structures to ensure they are fair, transparent, and aligned with business goals.

• Develop and manage short-term ensuring they drive desired business outcomes and employee behaviours.

• Liaise with our US parent about long-term incentive plans.

Benefits and Pensions:

• Manage the design, implementation, and optimisation of the company’s benefits programs, including health insurance, pensions, life insurance.

• Ensure benefits programs are competitive and cost-effective, meeting employee needs while aligning with organisational priorities.

• Manage relationship with MyCSP and Cabinet Office with respect to Civil Service Pension Plans.

• Lead on Pension Governance Committee biannual meetings.

Data Analytics and Reporting:

• Provide insights and data-driven recommendations on compensation and benefits trends, program effectiveness, and market competitiveness.

• Monitor and analyse key metrics (e.g., salary benchmarking, employee satisfaction with rewards, and cost-effectiveness of programs) to continuously improve total reward offerings.

• Prepare and present reports for senior leadership, ensuring they are informed about reward trends and business impacts.

Stakeholder Management:

• Partner with HR business partners and senior leaders to ensure reward programs are aligned with business needs and employee engagement goals.

• Work closely with finance teams to manage budget allocation for compensation and benefits programs and ensure cost control.

Change Management:

• Drive change in reward programs where necessary, ensuring smooth implementation and alignment with organizational objectives.

• Effectively communicate changes to compensation, benefits, and recognition programs to employees, ensuring clarity and understanding.

Collaboration:

• Work closely with internal communications, engagement, analytics and the wider HR function to devise and communicate engaging reward strategies.

Governance and Compliance:

• Ensure all reward programs comply with UK employment law, tax regulations, and industry standards, including pension schemes, gender pay gap reporting, and other legal requirements. Lead the company’s compliance efforts for regulatory audits and reporting, including tax-efficient benefits and employee compensation reporting.

• Maintain a transparent and equitable approach to compensation and benefits, ensuring alignment with the company’s policies and values.

Team Management:

• Build and lead a high-performing reward team.

• Provide mentorship and professional development opportunities for team members.

Salary Banding: £90,000 - £100,000 plus £6,000 car allowance

Qualifications & Experience

• Degree in Human Resources, Business, Finance, or a related field. Advanced certification in compensation (e.g., CIPD, CIPP) is a plus.

• 5+ years of experience in a senior total reward or compensation and benefits role, ideally within the UK market.

• Extensive knowledge of UK compensation laws, benefits regulations, tax implications, and employment legislation.

• Proven experience in designing and managing compensation and benefits programs at a senior level.

• Experience with using job evaluation systems such as Mercer IPE or Hay

• Experience with managing defined contribution pension plans as well as un understanding of Civil Service, Local Government and NHS pensions.

• Understanding of government bidding process, contracting and TUPE reward implications a plus.

• Strong analytical and data-driven decision-making skills.

• Demonstrated experience in vendor management, negotiating contracts, and managing reward program budgets.

• Strong leadership and team management skills, with experience in leading and developing a team of reward professionals.

• Excellent communication and interpersonal skills, with the ability to collaborate with senior leaders and employees at all levels.

Individual Competencies

• Experience in reward management, a deep understanding of UK market trends, and the ability to design and deliver innovative reward solutions that support business objectives.

• Strategic Thinking: Ability to align reward strategies with organisational goals and create long-term, sustainable reward programs.

• Analytical Skills: Strong focus on data analysis, benchmarking, and market trends to inform reward strategy decisions.

• Influence senior stakeholders.

• Communication: Strong written and verbal communication skills, including the ability to present complex reward information to a diverse audience.

• Change Management: Ability to drive and manage change effectively, ensuring smooth implementation of new reward programs or adjustments.

• Negotiation: Excellent negotiation skills with external vendors and partners to secure competitive rates and optimal service.

EEO Statement

Maximus is committed to developing, maintaining and supporting a culture of diversity, equity and inclusion throughout the recruitment process. We know that feeling included has a dramatic impact on personal well-being and are working to ensure that no job applicant receives less favourable treatment due to any personal characteristic. Advertisements for posts will include sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post.

We are a Disability Confident Leader, thanks to our commitment to the recruitment, retention and career development of people with disabilities and long-term conditions. The Disability Confident scheme includes a guaranteed interview for any applicant with a disability who meets the minimum requirements for a job. When you complete your job application you will find a question asking you if you would like to apply under the Disability Confident Guaranteed Interview Scheme. If you feel that you have a disability and apply under this scheme, providing that you meet the essential criteria for the job, you will then be invited for an interview. Your Guaranteed Interview application will only be shared with the hiring manager and the local resourcing team. Where reasonable, Maximus will review and consider adjustments for those applicants who express a requirement for them during the recruitment process.