As part of the Human Resources team the Reward Business Partner will be responsible for the development, implementation and delivery of a robust total reward strategy to attract, engage and retain the people we need to deliver our growth plans. Reporting to the Human Resources Director and working closely with senior managers and executives across the business to develop effective relationships, the Reward Business Partner will provide thought leadership and subject matter expertise for all aspects of reward and lead and implement projects to review and renew our pay and benefits provision and processes as appropriate. With overall responsibility for the annual reward cycles, pay and employee benefits programmes, payroll, vendor management and HR systems, the job holder will have significant exposure through the whole business, providing expert advice to Human Resources colleagues, line managers, and the Executive team. As a senior member of the HR team, the Reward Business Partner will contribute to the development and implementation of overall HR strategy. This role therefore presents a great opportunity for someone who would like to expand their remit outside of pure reward and into the broader HR agenda.
Conduct benchmarking and salary evaluation activities to provide effective advice to line management and to ensure PayPoint’s remuneration is competitive within the market;
Develop, seek approval for and implement competitive variable and performance related pay proposals;
Manage the annual salary review processes ensuring all participants are clear on their role and responsibilities, timelines and outputs required;
Manage senior management and board level remuneration activities including evaluation activities for non-executive directors and the preparation of papers for the Board.
Ensure the ongoing management of pensions auto enrolment;
Manage the benefit plans including group personal pension plan, private health care insurance, other insurance benefits and equity schemes;
Evaluate the various benefits plans ensuring they are fair and competitive against the market;
Propose improvements and alterations as appropriate and investigate costs, feasibility and demand;
Manage the relationships with benefit providers and negotiate competitive rates using third party advisors as appropriate.
Act as the subject matter expert and first point of contact for the company’s equity programmes including the Share Incentive Plan, Long Term Incentive Plan and Deferred Annual Bonus Scheme;
Manage the annual calendar of events for equity schemes including share awards, releases and dividend awards;
Manage the relationship with PayPoint’s share plan administrators (currently Howells) monitoring and reporting on adherence to service level agreements.
Oversee the management of the existing ‘in-house’ payroll operation including lne management of the Payroll & Benefits Manager in order to ensure the continued efficient processing of the payroll;
Ensure complete compliance with HMRC regulations and the Irish Revenue with respect to remuneration and payment of benefits;
Keep up to date with legislation both within the payroll function and related employment law.
Provide thought leadership in areas of Reward (for example market competitiveness, links between pay and performance, job sizing, incentives), developing and implementing solutions to enhance our employer value proposition;
Champion a clear communication strategy, ensuring that all employees understand the value of their package and that line managers are able to effectively communicate our reward strategy and respond to questions;
Produce analysis, reports, statistics and any other information required to support decision making;
Ensure optimisation of existing HR system and identify opportunities for improvement;
As a senior member of the HR team, contribute to the development of HR strategy and provide input and leadership to general HR intiiatives as appropriate.
QUALIFICATIONS AND EXPERIENCE REQUIREMENTS
Proven experience delivering competitive reward solutions within a similar role;
Extensive experience with remuneration and equity plans;
Strong working knowledge of pensions and pension regulations;
Detailed knowledge of reward including relevant tax legislation;
Some international exposure would be desirable;
Payroll knowledge/experience is highly desireable.
Commercially astute with strong communication, analytical and numerical skills with a high attention to detail and advanced skills in MS Excel;
A pro-active style with results driven approach and the drive to bring in new ideas and initiatives and challenge the existing processes;
The ability to build strong and effective working relationships across the business including the Executve team;
Comfortable working both at a strategic level and down in the detail;
A team player who will roll their sleeves up and support the delivery of the wider HR agenda;
Personable and approachable with the ability to readily establish high levels of credibility across the business;
Highly organised with a structured approach to tasks and the ability to deliver and work at times under pressure.