Central London, England
Job Description :
Interim Role - 9 Month FTC
At Diageo, there are two core assets that drive growth across our business: our brands and our people. They drive one another. Our Human Resources sits at the heart of this; our role is to ensure we have the right conditions in place to develop and release the potential of our talent; our leaders and their teams. It is to help strategically shape the future organisation to deliver the biggest possible performance outcomes.
Our ambition is to be the best performing, most trusted and respected consumer products company in the world. Having an appropriate reward strategy and programmes in place to drive delivery of our performance goals and talent strategy is a critical enabler of this.
We have an opportunity for an interim Executive Reward Analyst to join our Global Performance and Reward centre of expertise. In this role you'll get exposure to the very reward practices that set us apart from our competition - all to ensure that we can attract and retain the best talent from across the globe. The aim of our reward programs are to inspire employees to be fully engaged in the business and performing at their best. Our programs are clear and simple both to communicate and to administer - employees fully understand the programs and there is transparency in how they are applied to each person.
Our business performance is positively impacted by our reward programs - it's important to us that our employees understand the links between business outcomes and rewards. Behaviours and values are reinforced by the reward interventions -we see the link between what we do, how we do it and the reward that we receive.
Manage the sourcing and delivery of executive compensation benchmarking data on total compensation, including the submission of salary surveys, job matching and the annual review and analysis of the competitive market position for the global Senior Leader population.
Work together with our Talent Engagement team to access and analyse insights on the remuneration offering at competitor organisations, both from a policy perspective and in relation to individual roles and levels.
Taking account of the external market, candidate expectations and any global mobility considerations, develop recommendations on Executive and Senior Leader new hire/role change compensation packages, including any cash/equity buy-out awards for forfeited compensation.
Create, deliver and maintain employment documentation for Executives and Senior Leaders, ensuring there is an accurate and up-to-date audit trail. Working with internal and external lawyers to draft and review documentation as required.
End-to-end management of the joiner/mover/leaver process for Executives and Senior Leaders, working closely with First Point, HR Directors and the Global Mobility team, to ensure that a brilliant employee experience is delivered.
Manage the design and delivery of reward communications to the Executive Committee and Senior Leaders and contribute to the development of other global reward communications.
Monitor and communicate the shareholding requirement policy for the Executive Committee and Senior Leaders.
Lead the production of the annual Directors' Remuneration Report, working with the company's auditors to ensure all data points are valid and supported by evidence.
Lead the design and delivery of Discretionary Incentive Plan (DIP) awards to selected individuals, including the design of performance conditions, assessment of performance and communication of awards and vesting.
Support the other Executive Reward Analyst as required in the delivery of the interim and annual reward cycle in relation to the operation of the global long-term incentive plans.
Support the Executive Reward Director with ad-hoc projects throughout the year, which will include research and analysis together with the development of recommendations.
Pro-actively monitor the external landscape, both in terms of keeping up-to-date on relevant legislation relating to reward issues (e.g. tax, share plans, pensions) as well as emerging trends, hot topics and leading-edge reward practices.
Who are you..?
You'll have a solid background in Reward where you will have already proven your ability to shape and deliver change with confidence. You will bring the following:
We want someone who always looks for a better way of doing something - this might be from an external source or just a great idea.
Experience in working successfully with stakeholders at a senior level - influencing, supporting and challenging
Ability to use "HR data", analysing to measure impacts, diagnose trends and link to business performance outcomes.
Deep commercial understanding a strong internal and external radar to understand what will impact the business now and in the future.
A personal passion for Reward and the impact it can have on business performance and individual engagement.
Strong analytical and numerical skills - a first-rate attention to detail whilst also considering the bigger possibility and application of data.
Financially astute - able to understand business performance measures and financial instruments e.g. share options.
Strong planning and organisational skills, with the ability to manage high volumes of work and conflicting priorities.
Very strong IT skills - specifically advanced Excel, PowerPoint and strong HR systems knowledge (preferably Workday).
Self-reliant and pro-active, able to operate with minimal supervision.
Comfortable dealing with ambiguity and leading through complex issues.
Articulate and persuasive with strong written and oral communication skills, with experience of successfully managing a broad range of senior stakeholders.
Prior experience of pay benchmarking, managing the design/delivery of short and long-term incentives and would be helpful.
Worker Type :
Park Royal 7HQ
Additional Locations :
Job Posting Start Date :