Vacancy Type/Job category
Management & Professional
People - Human Resources
£27,929 - £31,411 per annum
University of Warwick, Coventry
Permanent position, 36.5 hours per week.
We have an exciting opportunity to join the Reward team at the University of Warwick. The team looks after the University's compensation and benefits strategies and everyday activities. This is a highly dynamic team where no day is the same. This position will support the Reward Specialist in providing data and project support around these practices. This position is ideal for someone looking to start their career in compensation and benefits or has already started and wants to broaden their experience.
The university's work stretches far beyond the teaching and research excellence for which we're renowned. It also covers hospitality, business, innovation, retail, fundraising, communications, estates and so much more. As one of the largest employers in the region, we're based on a beautiful campus between Coventry and Warwickshire. Our campus features lakeside walks, Warwick Arts Centre ¬one of the largest multi-artform venues in the UK - an amazing new sports centre and many other great facilities.
As a member of staff at Warwick you can enjoy a wide range of competitive benefits, along with excellent learning and development opportunities including a competitive salary, a generous annual leave entitlement along with exclusive discounts from partner companies and campus retailers. For a full list of benefits please refer to this link: Reward and Benefits (warwick.ac.uk).
The University aims to promote work life balance for all employees and we will consider a range of possible flexible working arrangements in order to recruit the best candidate.
Interview Date: 12 December 2022.
To support the Reward Specialist in the formulation of reward and recognition schemes and beneﬁt strategies aligned to the University needs.
To support the Reward Specialist in the development, implementation, communication and evaluation of various ongoing Reward project initiatives.
DUTIES & RESPONSIBILITIES
Variable pay schemes
To deliver proactive support to the Reward Specialist in undertaking the University's variable pay processes, including performance related pay and other pay arrangements. This involves: - Communicating eﬀectively with Heads of Department and to advise them on the proper application of Guidelines to particular cases and including the notiﬁcation of awards to Heads of Department and HR Business Partners. - Coordinating responses and maintaining accurate records, communicating with Heads of Department, staﬀ and payroll as appropriate. You will be able to translate and interpret policies and procedures, providing appropriate guidance and assistance to HR Business Partners and wider University when required. - To contribute to policy developments around discretionary pay arrangements. - To support the Reward Specialist in carrying out analysis, presentation and interpretation on of data for the University's Pay Gap Report.
To support the Reward Specialist on various data analysis and reporting activities as needed.
Operating and communicating the University's beneﬁts package; this include but is not limited to:
- Being a ﬁrst point of contact to staﬀ at all levels answering queries
- Management of the beneﬁts portolio.
- Development and management of the reward Intranet pages, ensuring information on current beneﬁts is kept up to date.
- Preparing attractive communications and publicity material to ensure staﬀ awareness of the beneﬁts package. Coordinating a beneﬁts promotion calendar, which involves organising promotional events and liaising with external providers.
- Support Reward Specialist in the development of a future package of beneﬁts
- Operating the University's Recognition Scheme including issuing of vouchers, publicity, preparing equity data and advising Departments on the operation of the scheme.
- Managing beneﬁt enrolment, status changes and terminations.
- Producing monthly take-up and savings reports on beneﬁts take-up and providing interpretation and recommendation as necessary
Long Service Awards
To manage the University's Long Service Award scheme, involving identiﬁcation of recipients, arranging invitations both to recipients and to senior management team to Long Service Award presentation dinners, full range of event management to the satisfaction of the Vice Chancellor, correspondence with staﬀ, liaising with the Events team, managing budgets and publicising the event. This requires a high level of tact and diplomacy.
Retention and Benchmarking analysis
Coordinating the administration and reporting on retention cases. Support the Reward Specialist in various benchmarking processes and pay surveys this could involve analysis, modelling and interpretation of data, policies or processes from diverse sources including external survey providers, the HR systems team, standard HR database reports and external benchmarking, to identify actions and evaluate implications for the University.
To support the Reward Specialist in developing comprehensive project plans, ensuring each activity is captured and contingent actions recognised, ensuring that stakeholder and employee consultation needs are met where required and that the project team members have clarity of the overall project objectives, method of achievement and timescales for delivery. This role will involve a combination of project management of lower level smaller Reward projects and support on wider more advanced University wide projects. To be involved in project administration and communications, chairing meetings, facilitating focus/listening groups, carrying out internal and external benchmarking exercises, surveys, delivering low level training and/or presentations.
The Person Specification focuses on the knowledge, skills, experience and qualifications required to undertake the role effectively. This is measured by (a) Application Form, (b) Test/Exercise, (c) Interview, (d) Presentation.
Essential Criteria 1
A high level of intellectual ability to degree or equivalent qualiﬁcation. (a, c)
Essential Criteria 2
Excellent IT skills - advanced Word, advanced Excel (to produce pivot tables, charts and use v-lookups), PowerPoint, experience and knowledge of website design and maintenance. (a, c)
Essential Criteria 3
Excellent numerical skills and experience of statistical analysis. Ability to interpret and manipulate data, clearly present ﬁndings or recommendations. Ability to undertake modelling in order to draw conclusions and produce reports. (a, c)
Essential Criteria 4
Project management skills - ability to plan and organise over short to medium term, prioritise and delegate activities, and meet deadlines. (a, c)
Essential Criteria 5
Impact & Inﬂuence - ability to liaise and build eﬀective relationships based on trust and conﬁdence with staﬀ at all levels, internal and external suppliers and customers, in order to foster co-operation and collaboration. (a,
Essential Criteria 6
Creative ﬂair and imagination required when designing materials and communications. Ability to think outside the box when developing new campaigns and ways of working. (a, c)
Essential Criteria 7
Good written communication, verbal communication and literacy skills, paying particular attention to detail. (a, c)
Essential Criteria 8
Ability to challenge and provide valuable feedback. (a, c)
Essential Criteria 9
Self motivated on to achieve multiple goals, targets and deadlines with minimal supervision. (a, c)
Essential Criteria 10
Ability to judge a situation need for sensitivity and respect conﬁdentiality. (a, c)
Desirable Criteria 1
CIPD qualiﬁed or equivalent, or working towards CIPD. (a, c)
Desirable Criteria 2
Experience in a junior HR Generalist role, Project or Event Management role or equivalent would be beneﬁcial. (a, c)
Desirable Criteria 3
Working knowledge of SiteBuilder and SharePoint would be an advantage, as well as previous experience of HR database systems such as SAP (report creation). (a, c)
For further information about the University of Warwick, please read our University Further Particulars.
For further information about the department, please visit the departmental website.
Warwick is committed to building an organisation of mutual respect and dignity, promoting a welcoming, diverse and inclusive working and learning environment. We recognise that everyone is different in a variety of visible and non-visible ways, and that those differences are to be recognised, respected, and valued. Where possible, we go beyond legislation to provide a place where everyone can thrive, supporting all staff to achieve their full potential. We aspire to remove economic, social and cultural barriers that may otherwise prevent people from succeeding.
We therefore welcome and encourage applications from all communities regardless of culture, background, age, disability, sex/gender, gender identity or expression, ethnicity, religion/belief, or sexual or romantic orientation. To find out more about our social inclusion work at Warwick visit our webpages here.
The University of Warwick holds an Athena SWAN Silver award; a national initiative to promote gender equality for all staff and students. Further information about the work of the University in relation to Athena SWAN can be found at the following link: Athena Swan (warwick.ac.uk)
The University of Warwick is one of the six founder institutions of the EUTOPIA European University alliance, whose aim is to become by 2025 an open, multicultural, confederated operation of connected campuses.
Right to work in the UK If you do not yet have the right to work in the UK and/or are seeking sponsorship for a Skilled Worker visa in the UK points-based immigration system please click on this link which contains further information about obtaining right to work in the UK and details about eligibility for sponsorship for a Skilled Worker Visa.
Recruitment of Ex-Offenders Policy
As an organisation using the (DBS) Disclosure and Barring Service to assess applicants' suitability for positions of trust, the University of Warwick complies with the DBS Code of Practice and undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed. More information is available on the University's Vacancy pages and applicants may request a copy of the DBS Code of Practice.
1 Dec 2022