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Compensation Business Partner - 6 month contract
About Schroders
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 6,000 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.
The base
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 team
The People & Culture team is dedicated to maximising the return on Schroders' investment in its people. This is achieved through the development and implementation of policies and practices that attract, reward, and retain high-quality employees.
The Compensation & Analytics team supports all lines of business providing advice, guidance, and support for all compensation activities in close partnership with the Business Partner team.
Who we're looking for
We are looking for a Compensation Business Partner to support the execution of compensation activities for our corporate functions during the upcoming compensation review. Additionally, you will drive the exploration and initial design stages of a job architecture within the organisation. These responsibilities are crucial as we consider the introduction of a target bonus approach within certain parts of our business.
Key Deliverables
Compensation Support
- Provide strategic compensation advisory support on all compensation issues, including compensation approach and structure, market trends, and performance assessment;
- Be a trusted compensation partner to the leadership teams of the corporate functions;
- Take a lead on the operational aspects of the compensation review in respect of our corporate functions, partnering closely with People & Culture colleagues, including the Business Partner team;
- Leverage our bespoke data analytics to ensure compensation proposals reflect our Fair Pay for Performance framework and
- Participate in the set-up, testing, and administration of the compensation systems used within the team.
Job Architecture Development
- Conduct field research within various business areas to understand existing informal job structures, hierarchies, and architectures;
- Synthesise information gathered from this research and integrate it with data on historical bonus outcomes and market positioning;
- Explore and outline a potential firm-wide job architecture going forward and
- Develop indicative bonus target structure for employees in these business areas.
The knowledge, experience and qualifications you need - Proven track record of leading and delivering reward-related projects;
- Strong project management skills, particularly in job architecture or similar initiatives;
- Strong teamwork skills and ability to influence senior management, working openly and collaboratively while maintaining the confidence to challenge the status quo professionally;
- Excellent interpersonal and communication skills;
- Resilience, adaptability, and the ability to manage changing business requirements;
- Advanced Excel and data analysis skills, with the ability to present data in a clear and understandable manner and
- Experience in leading the year-end compensation process for a significant business unit.
The knowledge, experience and qualifications that will help - Experience with financial services remuneration regulations, particularly European regulations for asset management;
- Experience with compensation and analytics systems (e.g., Oracle Fusion, Anaplan);
- Knowledge and experience with deferred compensation programmes;
- Sound generalist knowledge of People & Culture practices and processes and
- Experience with design and implementation of job architectures.
We recognise potential, whoever you are Our purpose is to provide excellent investment performance to clients through active management. Diversity of thought, facilitated by an inclusive culture, will allow us to make better decisions and better achieve our purpose. This is why inclusion and diversity are a strategic priority for us and why we are an equal opportunities employer. You are welcome here, regardless of your age, disability, gender identity, religious beliefs, sexual orientation, socio-economic background, or any other protected characteristic.
Company
As an investment manager we make decisions every day on behalf of savers and investors around the world. They depend on our broad investment expertise, across private and public markets to manage: £731.6 billion (€871.3 billion/$990.9 billion)* of wealth and investments. We help them achieve their long-term financial goals – and make a positive impact in the world.
Over the years, we’ve perfected investing in our people
We’ve built a stellar reputation for our work and unique culture. Our secret? We’ve picked the best people for the job, and given them the opportunities and tools to thrive.
So it’s no surprise that 96% of us say that we’re proud to work at Schroders. And why we repeatedly have made it into LinkedIn’s top 25 places to work.
You don’t just get a job here – you can fulfil your career ambitions
Once you’re part of our team, our global learning and mentoring platforms help you hone your expertise and keep developing. We’re big on mobility – so many people find their next job at Schroders, too, moving up and across the business to build a fulfilling career.
Inclusion is more than a buzz word
It’s part of everything we do. We’ve built a culture where people can bring their whole selves to work, and we welcome unique perspectives. We also set trackable goals to improve representation across the board wherever we fall short.
We’ve made inclusion a conscious choice at every step
Our vision is for our people to reflect the diversity of the communities we live and work in. And for everyone to feel they truly belong at Schroders.
Our industry-leading flexible working charter is central to inclusion, opening up opportunities for everyone. We shape our recruitment and retention processes to help spot and reduce the impact of biases, and create a level playing field for underrepresented groups, for example through mentoring schemes. And we constantly review our policies and benefits to make sure they are fair and supportive of our diverse teams.
We take a local-led approach to improving inclusivity
Everyone’s at a different stage of their inclusion journey – with cultural and local practices to consider. So we listen to our employees through pulse surveys and collect diversity data so we can identify areas for improvement, and maximise impact through local initiatives.
Our partnerships - such as with RecruitMilitary in the US, the Technology in Finance Immersion Programme in Singapore, and the Investment 20/20 in the UK, to name a few - broaden our outreach and help us create a lasting impact.
Driving inclusion at Schroders**
As a Disability Confident employer and a member of the global Valuable 500 initiative, we’ve partnered with a disability-specialist organisation to conduct an audit and provide recommendations on how to make our recruitment processes more accessible to potential candidates with a disability.
We’re excited to continue our partnership with the Snowdon Trust following the success of our first paid work placements for individuals with a disability in February 2021.
Our passionate people lead the way
Our employee-led inclusion networks support our grassroots approach to building an inclusive culture. These create space for networking, celebrating our differences, and raising awareness of challenges that under-represented groups face.
Our WorkAbility employee-led inclusion network aims to educate employees, champion accessibility, and provide a supporting network for those affected by disability or long-term health conditions.
Case Study
Claudia Buffini, Corporate Responsibility Advisor, who was born profoundly deaf. Claudia’s role involves working with many different charities, championing causes she’s really passionate about and embedding a culture of inclusion.
So who better to tell us about why inclusion matters and how she feels included in the workplace. Watch the one minute video:
Transparency around our progress holds us to account
Inclusion is everyone’s business. There’s still a long way to go, so we use what we know to help the firms we invest in to accelerate change together across the industry and beyond. It’s important for us to be open about the high standards we set for ourselves, and to hold the companies we invest in to account.
And we offer a world of wellbeing at work
Looking after our people is always first on our list. We hold regular events supporting mental and physical wellness. And our global employee assistance programme is on hand offering free, independent, and confidential support.
And we offer flexible working and locally-relevant benefits
At Schroders, everyone works flexibly and has access to our global learning platforms and opportunities and our best-practice framework for mental health and wellbeing at work. We are also constantly reviewing and evolving our policies to suit an ever-changing set of needs and family set–ups.
We’re recognised for our inclusive workplace
We’re proud to be recognised as Large Employer of the Year at the prestigious FTAdviser Diversity in Finance Awards, and are continually included in the Bloomberg Gender Equality Index and among the Top 75 employers of the Social Mobility Index.
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