The Reward team is responsible for shaping and delivering the organisation's reward strategy, governance and reward programmes, ensuring they support business priorities, attract and retain talent, and meet legal and regulatory requirements. The team works closely with senior business leaders, People & Organisation colleagues, Finance and governance forums to provide expert advice on remuneration and reward-related reporting.
What will I be doing?
This is a senior reward advisory role, responsible for providing strategic, commercial and technically robust reward advice to senior stakeholders. The role holder is accountable for leading key reward activities, shaping complex reward initiatives, influencing remuneration philosophy and translating internal and external insight into clear recommendations for executive and governance forums.
Operating as a trusted senior adviser, the role partners closely with the IBP Executive to inform remuneration philosophy and approach, providing expert advice grounded in internal insight, external market practice and relevant legal and regulatory developments.
The role holder has end-to-end accountability for the IBP Specialist Bank Annual Reward Review cycle and plays a key role in supporting the effective operation of the IBP and DLC Remuneration Committees in partnership with the Global Head of Reward.
The role requires strong judgement, stakeholder management and analytical capability, with the ability to translate complex reward issues into clear recommendations for senior leaders.
Project and change management:
- Accountable for the delivery of reward projects and strategic change initiatives from design through to implementation.
- Assess the impact of regulatory, market and business developments on reward structures and processes, recommending appropriate action.
- Coordinate cross-functional stakeholders to deliver reward changes effectively and in line with governance expectations.
- Ensure project delivery is supported by clear analysis, stakeholder engagement and robust implementation planning.
Regulatory and legal oversight:
- Advise senior stakeholders on the interpretation and application of remuneration-related legal and regulatory requirements.
- Provide subject matter expertise on broader legislative and disclosure obligations, including Companies Act reporting requirements, CEO pay ratio, gender pay gap reporting and other submissions to the PRA and FCA.
- Accountable for ensuring compliance with our responsibilities and obligations in these areas including the preparation and submission.
Remuneration Research:
- Accountable for market and regulatory research on remuneration and broader reward developments, translating findings into practical recommendations for the business and senior stakeholders.
- Monitor external best practice across pay, incentives and benefits (if relevant) to ensure the organisation's reward approach remains competitive, relevant and aligned to business priorities.
- Evaluate emerging remuneration models and structures, assessing their suitability, risks and strategic value in the context of business needs and market practice.
- Provide informed reward insight to support complex hiring decisions, senior appointments and evolving workforce requirements.
Annual Reward Review:
- Accountable for the IBP Annual Reward Review.
- Accountable for the EVA (bonus pool) and LTSA overall pool determination and divisional/team allocation, working closely with the IBP CEO and CFO.
- Communication with P&O Leads, People Consultants and business leaders.
- Oversee the consolidation, challenge and analysis of remuneration proposals, ensuring robust recommendations are prepared for review and approval by the Investec Group Remuneration Committee.
- Consolidation and analysis of proposals, followed by preparation of schedules for final approval by the Investec Group Remuneration Committee.
- Accountable for the preparation of remuneration disclosures for inclusion in the Annual Report and Accounts, ensuring accuracy, quality and alignment with regulatory and governance requirements.
Benchmarking:
- Accountable for the organisation's participation in annual external reward benchmarking surveys, ensuring robust market positioning and high-quality data submission.
- Interpret and synthesise external market data to provide insight on competitiveness, pay positioning, talent scarcity and emerging reward trends, informing senior decision-making.
- Deliver bespoke benchmarking and market analysis for senior hires, critical roles and strategic reward issues, drawing on multiple external data sources and professional networks.
- Use benchmarking insights to shape reward strategy, support governance discussions and inform remuneration recommendations to senior stakeholders.
Data Management:
- Own the integrity, governance and ongoing development of reward data and management information, ensuring accuracy, consistency and fitness for decision-making and regulatory reporting.
- Oversee reward-related systems, data processes and controls in partnership with P&O Technology, identifying enhancements and leading implementation of system or process improvements where required.
- Develop and maintain high-quality reward analytics and reporting to support business planning, committee papers, regulatory submissions and executive decision-making.
- Ensure reward data is managed in a way that supports efficiency, auditability, confidentiality and compliance with internal governance standards.
Core Skills and experience:
- Deep and broad reward experience in a financial services environment/ Banking including remuneration regulations, reward consulting, benchmarking and surveys
- Strong understanding of remuneration governance, executive reward considerations, regulatory reporting and disclosure obligations
- Knowledge of employee share schemes
- Experience of working with and advising business leaders
- Highly numerate
- Advanced Excel skills
- Excellent analytical skills, with the ability to interpret complex data and translate it into clear insights, options and recommendations
- Ability to prepare Board level analysis and presentations
- Build strong working relationships with colleagues able to advise and influence senior business leaders, executive stakeholders and governance forums.
- Strong change and project management experience, include ability to lead and deliver
- Strong commercial judgement and the ability to balance market competitiveness, affordability and governance considerations
- High levels of discretion and professionalism in handling sensitive remuneration matters
- Ability to operate confidently in a complex, highly regulated environment
- Resilient and adaptable, with the ability to manage competing priorities and tight timelines
- Confident communicator, able to present complex reward issues clearly to senior stakeholders and committees
