Head Of Reward

Description:

We are looking for a Head of Reward to be responsible for leading and implementing all Reward activities at Cleveland Clinic London, encompassing all pay & benefits initiatives along with managing the outsourced Payroll function and overseeing HR systems mgmt. The Head of Reward is responsible for the planning, implementation and communication of Cleveland Clinic London’s Reward strategy as well as designing reward frameworks to support the Cleveland Clinic vision “to be the best place for healthcare anywhere and the best place to work in healthcare”.

The Head of Reward manages the Reward function with the support of a Payroll Business Partner, Pay & Benefits Business Partner and HRIS Partner and is accountable for ensuring each stage of the payroll process is properly completed, that Caregivers are paid accurately and on time and appropriate information is confidentially communicated to the CCL pension provider, HMRC, other statutory bodies and third parties. As part of this work, the role is to ensure that HRIS/Payroll software is compliant with statutory regulations and internal policy of CCL.

As a key member of the HR leadership team, the Head of Reward contributes to the development and execution of CCL’s broader HR strategy and ensures close alignment to business priorities through strong collaboration and effective team working.

The Head of Reward reports to the Chief Human Resources Officer (CHRO).

What your duties will include?

Provide direction to the design & development of salary, recognition and benefits strategies to ensure the adoption of best practice and alignment to the strategic objectives of CCL.
The strategic oversight into the introduction and maintenance of all HRIS systems and the provision of data to support HR strategies and CCL objectives.
Fostering and maintaining relationships with external professional bodies, advisers and consultants e.g. legal advisers, pay and benefits providers and tax specialists.
Line management of three team members.
Ensure salary, recognition and benefits strategies (both tangible and non-tangible), policies and reporting comply with CCL principles, governance and are legally compliant.
Provide expert advice on annual remuneration processes ensuring these are fair and equitable and in line with CCL pay and benefits strategy.
Ensure regular benchmarking and market related pay research is undertaken when necessary, to enable CCL to remain competitive and an employer of choice by introduction of new benefit plans and pay policies.
Manage changes and/or additions to programs, systems, processes, working practices and service delivery that reflect the changing needs of the organisation and it Caregivers.
Responsible for the timely and accurate completion of the monthly payroll in conjunction with the third party outsource provider Alight Solutions Europe Ltd.
Ensure that all payroll data integrations (imports and exports) are run according to the scheduled timetable and that any exceptions reported are followed up and data corrections made, where necessary.
Conducts regular systems checks to ensure that payroll software is performing correct calculations and to identify any problems, reporting issues to the CHRO.
Produces detailed management reports from Workday as required by CHRO or to other senior managers on the approval of the CHRO.
Production and filing of Caregiver expenses and benefits annual return form P11D, along with calculating the associated Class 1A NIC liability and paying to HMRC.
Manage the PAYE Settlement Agreement with HMRC in terms of scope, calculation and payment.
Assist Vialto with the running of the Modified PAYE (Shadow) Payroll for expatriate Caregivers and payment of associated UK tax liabilities.
Manage the application of Kronos as a time keeping tool to interface with Workday HRIS in respect of absence plans and then Workday Payroll in all aspects of hours driven exception data.
Ensure the provision of strategic HRIS management information and performance data for pay and benefits audits, both internal control effectiveness and external financial audit.

What we need from you?

A demonstrable track record over several roles (or equivalent progression) in Reward & Compensation, IT Systems and Benefits specialism.
A demonstrable track record overseeing Payroll is highly desirable. If no direct payroll oversight experience, exposure and awareness of a payroll function can be considered.
An evident track record over several roles (or equivalent progression) managing a Reward team, ideally obtained within a healthcare setting or 24/7 service operation is essential
Deep expertise in Reward & Compensation specialism, with experience of developing and implementing impactful and innovative company benefits is essential
Good knowledge of current developments and expertise in Reward & Compensation, essential
Demonstrable experience leading HRIS implementations and upgrades.
Evident experience of managing projects and delivering successful outcomes, essential