Total Rewards Partner

Job description

Titan Wealth is a fast-growing wealth management business, both in the UK and internationally. It has evolved a fairer, more efficient and effective business model, structured to deliver leading advice-led wealth management services, giving financial advisers and their clients the best opportunity to fulfil their dreams and ambitions. We provide a dynamic work environment full of opportunity, one where both individual and team initiative and contribution is encouraged, so that together we can deliver better outcomes for our clients over the long term. We are looking for an experienced and hands-on reward professional who can take ownership of the day-to-day delivery of Titan's reward agenda in a fast-growing, acquisitive and evolving business. This is a highly operational role requiring someone who is comfortable rolling their sleeves up and delivering the technical work themselves, including salary reviews, bonus cycles, benchmarking, job grading, reward governance and reporting. Titan is currently working with an external reward consultancy to establish and formalise the Group's reward infrastructure, frameworks and governance, and we need someone who can help embed that framework, maintain it and evolve it over time as the business grows. The successful candidate will be highly organised, commercially minded and comfortable operating independently, with strong stakeholder management skills and the credibility to work effectively across HR, Finance, Compliance, Payroll, Tax and external advisers. They must also have previous people management experience, including coaching, mentoring and performance management, with the ability to develop capability in others whilst maintaining high standards and accountability. This role will therefore suit someone who enjoys execution, implementation and continuous improvement, and who is comfortable maintaining and evolving an established reward framework over time, rather than someone seeking a purely strategic leadership position. ### Responsibilities: **Grading, levelling and job architecture** • Lead the ongoing development and management of the group's job-grading and levelling framework. • Grade new and materially changed roles, applying the job-evaluation differentiators consistently, and maintain the evidence behind each decision so grades are defensible on challenge. • Lead on the ongoing development and implementation of the job architecture behind the grading framework: job families, career levels and progression criteria - so colleagues can see what the next level requires and managers have something objective to appoint and promote against. • Operate the re-grade query and appeal route with the HR Business Partners, within a defined response window, so queries are resolved as reward decisions rather than escalating into grievances. • Keep job titles, grades and bands standardised across entities as the organisation changes, and hold the line where local practice diverges. • Maintain the salary structure, bands and ranges by grade and by geography, and review them against market at each benchmarking cycle. Salary review, benchmarking and in-year pay governance • Run the annual salary review end to end for the whole population, within the budget agreed with Finance and the Group HR Director: manager guidance, recommendation tooling, the approval workflow, loading approved changes in HiBob, and communication to managers and employees. • Run the annual benchmarking exercise using recognised market data (WTW, Mercer, McLagan or equivalent), identify outliers above and below range, and provide the evidence base on which pay decisions are made. • Complete the annual data submissions to benchmarking providers, maintaining accurate job matching so the data Titan buys back is reliable. • Operate the pay governance that prevents in-year drift: offer approval against range for new hires, promotion and out-of-cycle increase approval, and counter-offer and retention payment governance, with anything outside range approved at the right level and recorded. • Market-price new and hard-to-fill roles for Talent Acquisition, so offers are made against evidence rather than candidate expectation. • Provide the reward input to the annual budget and planning cycle: pay review affordability modelling, bonus accrual forecasting, and the cost of market movement and statutory increases. • Ensure salaries are reviewed consistently and on a published cycle, so that any employee or manager can be told how a pay decision was reached, and maintain the reward calendar so cycles run to plan and do not collide. Pay equity, transparency and disclosure • Own the annual statutory gender pay gap calculation, submission and published narrative, extending to ethnicity and disability where data quality allows. • Run the underlying pay-equity and equal-pay analysis, identify the drivers of any gap, and put recommended actions with a timeline and a named owner to the Group HR Director. • Lead the assessment and preparation for emerging pay transparency obligations, making recommendations to the Group HR Director on required changes to policy, process and disclosures. • Support the remuneration disclosures required of MIFIDPRU investment firms and maintain the written remuneration policy statement. **The group discretionary bonus cycle:** • Lead the annual bonus cycle, ensuring accurate administration, governance and stakeholder engagement; • for the eligible population below ExCo: objective linkage, calibration across the three tiers, the budget cascade, award calculation, approvals, payout reconciliation and communication. • Maintain the calculation and allocation tool, and the annual accrual reset with Finance, ensuring the accrual rate continues to equal the target percentage. • Manage relationships with external reward consultants, ensuring delivery against agreed scope, timelines and outcomes, while building capability in-house over time. • Maintain the scheme operation document, manager guidance and employee FAQ. Adviser and sales incentive schemes • Run the quarterly governance process for the adviser and sales incentive schemes: the timetable, the KPI review meetings, approvals, communications to Relationship Managers, and resolution of queries and disputes with Finance and the business. • Draft and maintain scheme rules, KPIs, underpins and supporting documentation, and keep scheme design compliant with the FCA Remuneration Code - deferral, malus and clawback, and conflicts of interest. • Maintain the scheme population and allocation record as the single source of truth across Finance, HR and the business, covering joiners, leavers and mid-year transitions. • Provide reward input to adviser hiring offers, sign-on arrangements, book-transfer compensation and retention packages, for sign-off at the appropriate level. Acquisition reward integration • Together with the Compensation and Benefits Specialist to carry out reward due diligence for each acquisition- pay, grading, benefits, schemes, pensions, mobility exposure, TUPE and harmonisation risk - and quantify the cost of bringing the acquired population onto the group framework. • Map every acquired population to the group grading framework, and sequence a harmonisation plan into the integration timeline, managing dual-running cost and employee communication. • Work with the People Integration and Integrations teams so reward is assessed at deal stage rather than discovered after completion. • Deliver the day-one reward position for each deal: what stays, what changes, when, and what colleagues are told. Benefits and pensions • Line-manage and develop the Compensation and Benefits Specialist, giving clear ownership of day-to-day benefits and compensation administration and assuring the quality of that work. • Oversee the benefits programme and provider relationships, the annual renewal and market review, and the onboarding and offboarding of benefit providers including those arriving through acquisition. • Oversee pension administration and compliance across schemes and jurisdictions, including governance of outsourced providers. • Support recognition, engagement and financial-wellbeing initiatives with practical tools that help colleagues understand and value their total reward. **Global mobility and international workforce support:** • Act as the coordination point for employee mobility, working with Tax, HR Business Partners, Talent Acquisition, Payroll and external advisers to ensure proposed international travel, relocations and secondments are identified and assessed before arrangements are confirmed. • Provide practical guidance to employees and managers on mobility-related pay, benefits, allowances, travel and relocation support, referring technical tax, immigration and legal matters to the appropriate specialist advisers. • Lead the design, implementation and ongoing review of Titan’s people mobility policy and supporting processes, setting clear principles for eligibility, approvals, the costs Titan will cover, exceptions and repayment arrangements. • Maintain appropriate mobility records, case documentation, approvals and cost information, ensuring agreed salary, benefit and allowance changes are communicated accurately to Payroll, Tax and relevant HR teams. • Coordinate external mobility providers where required and support the practical delivery of assignments and secondments, while identifying when the scale or complexity of activity requires dedicated specialist resource. Employment tax and the payroll interface • Support the Compensation and Benefits Specialist on benefit-in-kind data for P11D reporting, ensuring information is delivered to Finance against an agreed annual calendar. • Maintain compliance on the statutory pay obligations that sit with reward: National Minimum and Living Wage checking including the effect of salary sacrifice and unpaid working time, pensions auto-enrolment and cyclical re-enrolment, and the tax treatment of termination payments. **HiBob Compensation and reward data:** • Lead the implementation of the HiBob Compensation module within the supplier support window and manage it thereafter as the system of record for grade, range, salary review and bonus data. • Reduce spreadsheet-based reward administration as module functionality replaces it, and keep configuration aligned to the grading architecture. • Work with People Operations and Data so reward data in HiBob is accurate, governed under the agreed field-ownership model, and used as the single source of truth. • Produce reward MI and dashboards - ranges and outliers, award distribution, cost, mobility population, gap analysis - and provide reward cost modelling and people-cost forecasts to Finance and the Group HR Director. **Governance, RemCo and regulatory:** • Prepare the reward content of Remuneration Committee papers: the annual pay and bonus outcome, benchmarking evidence, scheme changes, the pay-gap position and the equality impact review, to the committee timetable. • Maintain and develop the Group's reward policies, ensuring they remain aligned with business needs, regulation and market practice: pay, grading, bonus, recognition, mobility, etc • Maintain the documented audit trail behind pay, grading and award decisions, so any decision can be evidenced after the fact, and support internal audit and regulatory review of remuneration. • Support Compliance on reward obligations under the FCA Remuneration Code, MIFIDPRU and SYSC 19, including identification and maintenance of the Material Risk Taker population and the application of malus and clawback. • Operate the conduct and risk gate on variable pay, and uphold conduct obligations under SM&CR across regulated populations. • Champion fair, transparent and inclusive reward, and lead clear reward communication across the group. ### Critical Skills and Experience **Essential:** • Proven reward or compensation and benefits experience, including hands-on end-to-end delivery of annual pay review and bonus cycles. • Demonstrable experience administering and applying a job grading or levelling framework, including grading roles and explaining decisions to stakeholders. • Experience producing statutory gender pay gap reporting: the calculation, the submission and the published narrative. • Experience of pay benchmarking using recognised survey data (WTW, Mercer, McLagan or equivalent), including survey submission and job matching. • A working understanding of employment tax as it applies to reward: benefits in kind and P11D, salary sacrifice, termination payments and National Minimum Wage. • Strong analytical and modelling skills in Excel, with the judgement to interpret reward data and explain it plainly to a manager and to a board committee. • Experience of benefits and pension administration and of managing external providers and advisers. • Experienced people manager, able to direct and develop a specialist, with strong governance instincts: pay decisions must be right, documented and defensible. • Organised and deadline-driven, with the confidence to hold a process against pressure from senior stakeholders, and comfortable in a fast-changing, acquisitive environment. • Experience managing complex people processes involving multiple stakeholders, with the ability to work effectively across Reward, Payroll, Tax, HR and external advisers. • Comfortable taking hands-on ownership of policy development, employee queries, case coordination and process administration in an area that may continue to evolve as the business grows. **Desirable:** • Working knowledge of the FCA Remuneration Code, MIFIDPRU and SYSC 19, Material Risk Taker identification, and how SM&CR intersects with compensation in a regulated firm. • Experience in a PE-backed or acquisitive, multi-entity environment where reward harmonisation has been a live project. • Experience supporting or establishing a global mobility framework, relocation policy or international assignment process is desirable, but deep technical tax or immigration expertise is not required. • Exposure to cross-border employment tax, international payroll considerations or global workforce mobility. ### Other Information: • London – hybrid – 3 days a week working from the Office (a minimum of Monday’s and Fridays from the office every other week) • Full time permanent role – 35 hour week – Monday to Friday 9am to 5pm