Manager, Compensation and Benefits - Fixed term contract

What you’ll be doing Compensation Administration Lead an efficient and accurate payroll function for all European office locations on a monthly basis, supporting the Compensation and Benefits team to adhere to deadlines and escalation of concerns with all parties involved in a timely manner Lead the Compensation and Benefits team with sharing knowledge and responsibility of jurisdictional payroll administration, limiting keyperson risk where possible and building a confident European focused payroll team Act as final checker for all European locations payroll, sign off payroll reports on a monthly basis, approve out of cycle or re-run report requests and provide general support to Compensation and Benefits Administrators and Officers, as required. Take responsibility for all jurisdiction’s payrolls monthly deadlines. Escalate concerns or delays as soon as possible to Associate Director/Director, People and Impact. Oversee the monthly coordination of payroll deadlines amongst the Compensation and Benefits team as well as wider HR team and other internal or external functions. Manage business expectations when required. Provide team support for complex payroll queries raised, ensuring team respond in a professional and timely manner. Encourage and support ongoing learning and development opportunities to the wider team through shared learning opportunities. Complete annual analysis of employee compensation package against local market, submit recommendations as appropriate and escalate concerns amongst Management team members. Accurately prepare data required for gender pay gap reporting across all European locations and remain alignment with changing legal requirements and changing headcount thresholds etc. Ensure compliance with each jurisdiction legislation for minimum wage changes, statutory uplifts and changes to pay related legislation, in line with 3 rd party payroll providers. Benefit Administration Lead on annual benefit renewals across all European office locations, striving for efficiency and consistency, within budget limitations. Proactively review current benefit packages across all European office locations and submit recommendations reviewing against current market, tailored to business level as appropriate Ensure business compliance with regulatory or legal changes to benefit offerings across all European locations i.e. contribution regulations, auto-enrolments, new policy introductions etc. Support the Compensation and Benefits team with any complex benefit queries Strive to ensure the Compensation and Benefits team offer a consistent, reliable and accurate benefit administration function, highlighting processing efficiency and ensuring regular data checks Ensure that policies and procedures are accurately maintained. Ad Hoc Administration and Projects Provide Board report information on a quarterly basis Assist the Compensation and Benefits team with cover during periods of absence and ensure adherence to deadlines from all parties during periods of absence Oversee the Compensation and Benefits team payroll audit queries for all European locations, as required Keep up to date with relevant regulations/legislation and determine the impact of any changes, taking action to implement changes where necessary or provide recommendations to Associate Director/Director, People and Impact Identify team efficiencies and implement changes in payroll processing, documentation management and record management. Utilisation of systems and processes in an efficient and effective manner Finalise data collection and analysis for salary survey participation and recommendations. Assist the wider HR team with HR related projects, when required. The ideal background for this role: A Levels or equivalent A sound academic background CIPD – Level 7 (or similar) 5+ years relevant HR experience Experience working in an organisation within the financial services industry Experience of developing and coaching others Role Location/Hybrid Schedule This role is based in our Jersey or Southampton office. Although the nature of most of the roles within Gen II cannot be classed as totally flexible, there is scope in some cases for a form of Agile Working. The different ways in which Agile Working can be undertaken is dependent on the demands and needs of the business, the office space available and the individual’s preferences and circumstances.