Head of Reward and Shared Services

Key Responsibilities

You’ll work closely with the People leadership team to champion excellent people management and lead the development of a fair, transparent reward strategy. You’ll oversee pay and grading, employee benefits, and recognition programmes, ensuring they align with our values and workforce needs. You’ll manage shared services, including payroll and workforce data, and lead the optimisation of HR systems like SuccessFactors. You’ll use workforce analytics to inform decisions, collaborate with internal and external partners, and ensure our services are efficient, compliant, and impactful.

Qualification & Requirements

What we’re looking for

You’ll be a CIPD member (or equivalent) with significant experience in a senior reward role in a complex organisation. You’ll have strong stakeholder management skills, particularly at senior levels, and a high level of numeracy with the ability to analyse and present data effectively. You’ll bring strategic insight, operational excellence, and a passion for creating inclusive, forward-thinking people practices.

Behavior Competencies

• Building and managing relationships – Level 4 indicators of effective performance
  • is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
• Communicating and influencing – Level 3 indicators of effective performance
  • is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.
• Strategic thinking – Level 3 indicators of effective performance
  • is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.
• Managing and developing performance – Level 3 indicators of effective performance
  • is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.
• Decision making – Level 3 indicators of effective performance
  • is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.
• Organisational awareness – Level 4 indicators of effective performance
  • is understanding and being sensitive to organizational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.
• Responding to pressure and change – Level 3 indicators of effective performance
  • is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.
• Responsible Use of Resources – Level 3 indicators of effective performance
  • s taking personal responsibility for using and managing resources effectively, efficiently and sustainably.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.