Reward Manager

The Reward Manager is responsible to ensure the consistent application of Nomad Foods reward standards across the organisation through effective partnership with HR and the broader business. They lead or support the delivery of a variety of compensation and benefits programmes, ensuring seamless coordination of internal and external stakeholders. They champion data accuracy and conduct a range of reward data analysis, both to meet regulatory requirements and to provide valuable insights to support key pay and HR decisions. Responsibilities:

• Job Evaluation & Reward Standards. Responsible for job evaluation and benchmarking for assigned areas, including preparation and submission of data for salary surveys (currently: Mercer). Champion the understanding of the company job evaluation methodology and reward standards within the HR team and the broader business, both through 'on-the-job' conversations and through training or presentations. Make recommendations on the application of reward standards in relation to off-cycle requests (e.g. job changes, salary adjustment, retention plans etc.). Partner with HR to ensure both job evaluations and recommendations are aligned to the business context/needs and commercially sound
• Reward Cycle. Support the delivery of the Reward cycle (salary review, short and long term incentive) for the assigned parts of the business. This may include data validation, system set up, communication & training, partnership with both HR and the business
• Benefits Management. Monitor overall benefit offering across our geographies and business units, and make recommendations to drive standardisation and cost efficiencies, inputting into the company benefit strategy. Central point of contact for benefits-related data and reporting. Support local HR/payroll teams with benefits management and broker/vendor relationship, particularly at point of renewal or if any change to existing offering is required due to a change in regulation or other exceptional circumstances
• Data Analysis. Regularly conduct reward data analysis to fulfil statutory requirements (UK Gender Pay Gap; EU Transparency reporting and disclosure requirements) as well as to support on-going reward activities and to provide additional insights as required by the broader HR function (e.g. voluntary equal pay analysis; ad hoc benchmarking for identified areas; modelling for pay decisions, etc.). May support with budgeting for staff costs through appropriate reporting
• Other Reward Matters. Provide initial advice and 1st level of support on global mobility matters, to reduce workload and pressure for the Global Mobility Manager
• Project management. The role doesn't manage people but may be required to allocate and direct work of junior team members, as well as lead projects through functional expertise. These will require effective collaboration with other teams/department, such as HR (especially HR Ops/payroll/HRIS) and finance
  
  Reward SME with business acumen and solid commercial thinking
• Data savvy, numerically oriented, strong attention to detail. Has a passion for data and systems
• Creative problem solver, able to work in a context of ambiguity and frequently changing priorities
• Strong communication and presentation skills; can make complex technical matters easy to understand for all
• Good team player, capable of playing different roles in a team/project as needed
• Open minded, excellent intercultural sensitivity, used to work with colleagues from different geographies/backgrounds
• Proven experience in managing compensation and benefits programmes internationally
• Proven experience in job evaluation, ideally with multiple vendors/methodologies
• Excellent excel and data analysis skills, including data visualisation and presentation skills
• Experience with HRIS (Success Factors preferable)
• Knowledge of equal pay regulation advantageous
• English as first language or business level required; other European languages advantageous
• Significant working experience within medium to large size multi-national companies
• Experience with unionised and factory environments advantageous