Pay and Reward Policy Advisor

As a member of DWP's Pay, Reward and Honours Team, the post holder will take on a range of duties that may change due to business need, evolving priorities and team structure. Some examples of the type of work include:

• Supporting on the review of current policies and processes and developing changes to enable transformation of the new HR/payroll system and ensure policies are fit for purpose.
• Ensuring overtime compliance monitoring activities are continued and overseen, ensuring compliance with departmental policy.
• Working with our Shared Service supplier and People and Capability community to devise and implement a feasible operating model for overpayment recovery and appeals.
• Reviewing Retention and Recruitment and flexible starting pay business cases for consistency, providing support and challenge to business areas.
• Supporting in the regular running of Increased Holiday Pay procedures and quarterly payments.
• Upskilling HRBP community on Pay and Reward policies and processes.
• Ensuring published processes are clear and that shared service providers are actively following published procedure.
• Contributing to planning and delivery of annual delegated pay awards.
• Supporting allowance reviews and audits, particularly in the context of both DDAT pay and Digital Allowance.
• Assisting in application of pay policies and resolve pay issues for DWP employees and employees on protected non-DWP Terms and Conditions working closely with the Transfers teams.
• Managing correspondence including briefings for senior officials, PQs and FoIs with due regard to deadlines and department protocols.
• Providing expert advice to the business and senior stakeholders on complex pay policy issues and queries to deliver the right solution for the department.
• Collaborating with and supporting colleagues across a small and flexible team to achieve team objectives., We'll assess you against these behaviours during the selection process:
• Making Effective Decisions
• Delivering at Pace
• Communicating and Influencing
• Working Together
  
  Proven and demonstrable experience of developing, maintaining and advising on HR and Reward policies and processes.(Lead criteria)
• Excellent team working skills, with an ability to confidently work autonomously, with pace and with attention to detail.
• Strong drafting and written and oral communication skills and confidence to inform and influence senior leaders, e.g. drafting and reviewing business cases and policies.
• Strong analytical and numerical skills with the ability to problem solve and make strong evidence-based decisions.
• An ability to understand complex data sets and situations, assess risks and develop a range of credible options and make strong evidence-based recommendations., 'Proven and demonstrable experience of working in developing, maintaining and advising on HR and Reward policies and processes'., Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Alongside your salary of 37,497, Department for Work and Pensions contributes 10,862 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. DWP have a broad benefits package built around your work-life balance which includes:
• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave at least 23 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave.
• Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more., UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window) Working for the Civil Service The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) . The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .