Private: Grosvenor Britain & Ireland

Position Title Reward and Benefits Manager (4 days per week, 12-month fixed term

contract)

Division Grosvenor Britain & Ireland
Location London
Department HR
Reports to HR Operations Director

Purpose of role
This part time, maternity cover role is a mix of reward business partnering (with the Grosvenor Britain
and Ireland (“GBI”) Operating Company) and reward operations for Grosvenor Estate Management
Limited (“GEML”) (the employing entity of London based staff) along with ad-hoc reward / benefits
support for other parts of the business.
This is a great opportunity to join a collaborative, high-performing HR community that encourages
innovation in all we do. There will be the opportunity to learn and develop skills and have exposure in
all aspects of all-employee and senior reward from a total reward perspective. The candidate will also
have proximity to decision making and the ability to guide and influence incentive/benefit package
design (depending on experience) through a collegiate approach to working between senior
management, HR and Finance.

Key responsibilities
• Business Partnering: The business partnering aspect of the role involves supporting the GBI HR
Director and team of HR Business Partners to deliver appropriate reward and benefits policies and
programs to support the business goals of GBI.
• Reward Operations: The reward operations part of the role involves ensuring that process and
specialist operational aspects of reward in the UK (such as pay reviews) are delivered in an accurate
and timely manner. There is a focus on process efficiencies and data integrity through the use of
the Workday tool and a more streamlined HR service structure. There will be support from a Centre
of Expertise. The role also owns the relationships with our benefit broker and key benefit providers
to ensure smooth transactional running of our benefits provision for employees.
There are no direct reports, and as an individual contributor, the role will rely on establishing good
relationships and stakeholder management to get things done and will also require a significant
amount of hands-on activity.

Key areas of responsibility for this role include (but are not limited to):
• Providing full support for GBI reward requirements including drafting (in an accurate and timely
way) Executive and Remuneration Committee papers, recommendations for merit and benefit
policies, leading reward consistency meetings, owning the development of calibration models and
job benchmarking as well as ad hoc support as needed.
• Owning and project managing the pay review process (starting with the calibration of annual
performance ratings), providing support, training and manager guides and owning the production
of letters and relevant documentation.
• Providing support (as needed) for audit purposes including completing annual director
emoluments process.
• Owning forecasting with the Finance team for annual bonuses and long term incentives. Assisting
with annual reward processes such as LTIP deferrals and STIP deferrals.
• Management of benefits (e.g. healthcare, critical illness, gym offering etc.) including contract
management to ensure effectiveness, efficiency and compliance, being the key contact for
suppliers, owning renewal processes as required and promotion of benefits to employees (e.g. via
Benefit fairs, promotion campaigns etc.)
• Accountability for delivering the annual P11d, P60 and PSA processes

Key requirements
We envisage that this role would suit candidates with significant reward and benefits management
experience and exposure to reward business partnering who can hit the ground running. Payroll and
tax reporting experience would be beneficial.
Key requirements are:
• Exposure to reward shared services model where processing and operations are organised to
provide efficient services to the business
• Experience of project management, planning and facilitating the achievement of milestones and
deadlines relating to the annual performance and reward review cycle
• Experience of preparing reports, documents and papers for Executive Committees and appetite to
develop into supporting HR Director’s input to Remuneration Committee
• Has experience of benchmarking – both job matching and data provision as well as analysis of the
results back to the business
• Has experience of developing and managing benefits policies and procedures including buy and
sell holiday and wellness programs

• Knowledge of tools and systems to produce sophisticated analysis
• Knowledge of Workday would be a plus
• Payroll and tax reporting knowledge would be helpful
• Relevant professional qualification preferred, but not essential depending on experience.
• Analytical, financially minded, able to carry out modelling and analysis across a range of topics
At Grosvenor, we seek to recruit and develop people who share our values – Integrity, Respect and
Trust – and have the skills and ambition to help us implement our strategy.