Business Change Manager, Reward
Who we're looking for
We're looking for a Reward Business Change Manager to support the Compensation and Benefits function as it adapts its shape, strategy and technology. This is a new role, reporting to the Head of Compensation and Benefits. In this role you will provide support across the breadth of the Compensation and Benefits function, as business needs and pressures require. You will work collaboratively across the existing Compensation and Benefits team, including compensation, pension, benefits, payroll, mobility and regulatory governance. You will assist with strategic projects, manage business change and identify, assess and implement opportunities for process improvement.
We're a global investment manager. We help institutions, intermediaries and individuals around the world invest money to meet their goals, fulfil their ambitions, and prepare for the future.
We have around 5,000 people on six continents. And we've been around for over 200 years, but keep adapting as society and technology changes. What doesn't change is our commitment to helping our clients, and society, prosper.
We moved into our new HQ in the City of London in 2018. We're close to our clients, in the heart of the UK's financial centre. And we have everything we need to work flexibly.
The Human Resources team is responsible for ensuring that Schroders maximises the return on its investment in people and does this through the development and implementation of policies and practices that attract, reward and retain high quality employees, to achieve business objectives in line with our values and strategic goals.
The Compensation and Benefits team is responsible for the development and implementation of the company's remuneration policies and practices. The team supports all lines of business and provides advice, guidance and support for all compensation, benefits, pensions and employee wellbeing activities. In practice this involves developing policies to support the business strategy whilst meeting our regulatory requirements; working closely with the HR Business Partners to support our businesses as they adapt and respond to the competitive markets; facilitating the annual compensation review process; and managing our pension, benefits and deferred award plans across the globe.
What you'll do
• Be a "centre of expertise" for reward aspects of inorganic growth (e.g. mergers, acquisitions), coordinating with relevant business-aligned compensation managers and HR Business Partners to deliver reward due-diligence and incentive design in a consistent and efficient manner.
• Identify and deliver process improvements, working with other team members to understand the processes and context and identify where efficiencies could be made, for example leveraging technology, considering outsourcing solutions, adopting alternative resourcing approaches or changing data flows, process steps or approaches to information sharing. Facilitate collaborative discussion meetings to agree the preferred approach and lead the successful and timely implementation of changes.
• Manage the relationship with our outsourced mobility provider, tracking their performance, acting as an escalation point for concerns, ensuring appropriate information flows with the compensation and wider HR team (including preparing relevant split compensation files). Monitor the overall mobility strategy, flagging potential areas for improvement/where change is required to respond to latest regulations or evolving business needs.
• Project manage the production of the directors' remuneration report, for disclosure in the annual report and accounts. To include collation of feedback from key stakeholders and suggestion of areas for improvement in the context of evolving best practice, latest requirements and shareholder expectations. Will include preparing quantitative and qualitative disclosures and liaising with multiple stakeholders including the central annual report project team, our designers/communications agency, compensation accounting team and auditors.
• Help manage business change and strategic projects where our business shape and requirements are changing, working collaboratively with other team members. In the short/mid-term this will include working alongside the Compensation Manager with responsibility for Private Assets in managing business change e.g. designing earn-outs, complex buyouts, considering employee co-investment solutions etc.. Similarly you will work alongside the Compensation Manager responsible for regulatory and governance on how best to implement the remuneration aspects of CRD V and IFD.
• Assist with ad hoc reporting and analytics, working with the Head of Compensation and Benefits to respond to ad hoc requests from leadership and assist with project work and the year end compensation review work streams, if/as required. Consider potential enhancements to current compensation and benefits reporting in the context of available technology solutions (most recently, Anaplan).
• Act as a sounding board for the Head of Compensation and Benefits, being the only other role focussed across the breadth of the function. Will include brainstorming around e.g. functional priorities, team shape/resources and collaboration, opportunities for improvement and future focus. Deputise for the Head of Compensation and Benefits in internal and external meetings, as required.
The knowledge, experience and qualifications you need
• Experience across a breadth of compensation and benefits facets
• Experience delivering strategic projects, for example in a consulting role (either internal or external)
• Experience adapting to business change, for example mergers and acquisitions, adoption of new regulatory requirements and change in business shape
• An interest in how to best use the technology to drive process improvements, including experience of data-flow mapping
• Strong track-record of working collaboratively
• Advanced Microsoft Excel skills
The knowledge, experience and qualifications that will help
• Understanding of reward in an asset management (or wider financial services) context
• Experience using HRIS and technology systems, ideally one or more of (i) Oracle; (ii) EWM; and/or (iii) Anaplan
• Expertise relating to one or more of (i) global mobility; (ii) listed company governance/shareholder environment (iii) financial services remuneration regulations (e.g. CRD, IFD, AIFMD, UCITS); and (iv) mergers and acquisitions would be beneficial.
• Understanding of carried interest and co-investment plans would be ideal.
What you'll be like
• Exceptionally collaborative; a true team player
• Passionate and enthusiastic; energised by change
• Eager to learn - and to teach - with a strong desire to develop new processes
• Flexible and adaptable; natural problem solver
• Take ownership for successful and timely delivery of projects
• Take pride in getting things 'Right First Time' with high attention to detail
• Proactive in identifying and progressing work streams that will help the team better meet its objectives
• Willing to go above and beyond where required to deliver projects and client needs
• Very strong interpersonal skills; able to build and maintain relationships with a breadth of stakeholders
• Happy to roll up your sleeves where required to help others
• Understand the need for confidentiality in dealing with all HR issues
We're looking for the best, whoever they are
Schroders is an equal opportunities employer. You're welcome here whatever your socio-economic background, race, sex, gender identity, sexual orientation, religious belief, age or disability.