Reward Manager, Entain

• Depth of experience in Reward and experience of designing and delivering solutions in area of expertise
• A track record of working in an in-house reward team in an international context
• Analysing/modelling Reward data and using it to form recommendations
• Experienced in job evaluation, market benchmarking, preparing compensation recommendations, designing and managing pay ranges
• Excellent verbal and written communication skills and attention to detail
• Leading Reward process delivery and projects
• Consulting skills
• Curiosity and ability to challenge and question with confidence
• Demonstrated ability to build trusting relationships
• Enterprise thinking, brings a breadth of thinking and demonstrates ability to consider wider context and global perspective

Desirable

• The Reward Manager is a key member of the Reward Team who acts as a trusted subject matter expert to HR Business Partners on all areas of Reward
• They will take ownership of designated deliverables and be a Reward lead on HR/business projects as required
• Works with the Head of Reward, other team members and business stakeholders to develop compensation policies and processes which are aligned with, and support, the business strategy
• Lead or support the delivery of a number of Reward processes, group-wide projects, program design and Reward initiatives as required
• In respect of the above, ensure excellence in design and delivery, including developing guidelines and participate in HR/management discussions and coordinate related communications. Lead allocated team resources efficiently and effectively
• Act as a strategic business consultant and trusted advisor with HR and the business
• Partner with HR to proactively identify specific business requirements and provide connectivity from the business into the Reward CoE and vice versa
• Play an active leadership role within the Reward CoE and across HR, including the coaching and mentoring of more junior staff
• Maintain relationships with other specialist functions as needed (e.g. finance)
• Manage relationship with relevant vendors. Ensure effective vendor selection and vendor governance
• Build connections externally to ensure external perspectives and fresh approaches are applied to our Reward challenges
• Designs and delivers training on global reward topics
• Works with business stakeholders to ensure understanding and interpretation of mandatory local compensation requirements (e.g. application of UK NLW)
• Creates clear and effective communications
• Keeps abreast of legislative changes in reward and external market trends through surveys and benchmarking and highlights existing reward policies and procedures that may be impacted