Reward Partner
Job description
Original text imported from Reed
Reward Partner
Leeds – hybrid (2-3 days in the Leeds office)
Permanent
Summary
We’re seeking a Reward Partner to join our growing team in our Leeds office. In this newly created role, you’ll support the Head of Reward & Benefits in developing, implementing, and managing reward strategies that attract, retain, and motivate employees across the Group.
You’ll partner closely with HR, Finance, and business leaders to ensure compensation, benefits, and recognition programmes support the company’s commercial objectives while remaining competitive within the construction and infrastructure market.
To be successful in this role we would like you to possess a strong analytical capability, commercial awareness, and the ability to translate reward strategy into practical solutions that work within a project-based environment.
Some of the key deliverables include:
- Provide expert advice on compensation, benefits, and reward policies
- Support the design and delivery of the company’s reward strategy aligned with business objectives
- Ensure reward programmes support talent attraction and retention within the construction/engineering sector
- Manage salary benchmarking and market analysis within the construction and engineering sectors
- Support annual salary review, bonus planning, and pay review cycles
- Provide guidance on pay structures, job evaluation, and grading frameworks
- Ensure fair, consistent, and equitable pay decisions across the organisation.
- Support employee benefits programmes including pensions, healthcare, and other flexible benefits
- Support the review and enhancement of benefits offerings to remain competitive in the market. Support the development of recognition and incentive programmes linked to project delivery and performance
- Analyse reward data and provide insights to leadership teams
- Produce reports on pay trends, reward effectiveness, and cost modelling
- Support budgeting and financial forecasting for reward programmes
- Ensure reward practices comply with relevant legislation and regulations (e.g., equal pay, gender pay gap reporting)
- Maintain strong governance around pay decisions and reward frameworks
- Support audit and reporting requirements related to compensation and benefits
- Lead or support reward-related projects such as job architecture reviews, pay structure redesign, or benefits transformation
- Contribute to wider HR transformation initiatives.
What we’re looking for:
- Proven experience in reward, compensation and benefits within HR.
- Experience providing advice and guidance to business managers
- Strong analytical skills with the ability to interpret reward data and market trends.
- Experience supporting salary review and bonus processes
- Strong stakeholder management and influencing skills
- Advanced Excel and reward data analysis capability
Benefits:
We're always evolving our benefits to ensure we're attracting and retaining great people. Some of what you can expect includes:
- 25 days holiday + bank holidays (with buy/sell options)
- Pension with up to 8% employer contribution
- Private medical insurance
- Life assurance
- Personal wellbeing and volunteer days
- Employee Assistance Programme (24/7 support)
- Salary sacrifice electric vehicle scheme
Next Steps:
As a business, we’re on a journey to build on our culture where everyone is included, treated fairly and with respect. This starts with recruitment and how we bring people into the organisation.
We’ll do our best to outline the recruitment process to you ahead of time with plenty of notice. If you require any accommodations to participate in the application or interview process, please let us know and we will work with you to ensure your needs are met.
About Us:
We are one of the leading independent engineering and services businesses in the UK. Founded in 1921, with a turnover of £500m and 3000 employees, we are proud of our history of developing great people through our investment in training.
Working across a variety of sectors within the building and infrastructure industry, our innovative, responsible and forward-thinking approach allows us to work on fantastic ground-breaking projects, providing solutions using the latest tools and technologies.
Progression is something we value, and we will make sure that when you join us you have a clearly defined development path, supported by regular reviews, training and ongoing support to enable you to be the best you can be.
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Key skills
AI-extracted from the job advert
Application advice
5 AI-generated recommendations to maximise your chances.
⭐ Highlight your construction/engineering sector reward experience at the top as NG Bailey specifically seeks this market knowledge
📊 Quantify your reward impact: "Redesigned pay structures for 500+ employees, reducing pay gaps by 15%"
🎯 Emphasise your Excel and reward data analysis capabilities as these are explicitly mentioned requirements
🏗️ Showcase project-based reward experience as NG Bailey operates in construction with project delivery focus
🤝 Demonstrate stakeholder management across HR, Finance and business leaders as this role requires cross-functional partnership
Suggested CV bullets
3 bullets our AI drafted for this specific advert, mirroring its ATS keywords.
Add these 3 bullets under your most recent experience:
- •Led salary benchmarking across 12 construction roles, delivering market-competitive pay structures that reduced turnover by 23%
- •Managed annual pay review process for 800+ employees, implementing gender pay gap analysis and achieving 98% compliance with equal pay legislation
- •Designed bonus planning framework linking project delivery KPIs to reward outcomes, increasing performance-related pay transparency across 5 business units
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Letter preview — tailored to NG Bailey
Dear Hiring Manager,
NG Bailey's newly created Reward Partner role aligns perfectly with my compensation and benefits expertise, particularly my experience in salary benchmarking and reward data analysis within project-based environments.
My background in developing reward strategies that balance commercial objectives with talent retention would enable me to support your Head of Reward & Benefits in creating competitive programmes for the construction and infrastructure market.
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Interview questions
10 questions generated from this advert.
Technical
- ›How would you approach salary benchmarking for construction roles in the current market?
- ›What methodologies do you use for job evaluation and grading frameworks?
- ›How do you ensure gender pay gap compliance and reporting accuracy?
- ›Describe your experience with bonus planning and pay review cycles
- ›What Excel functions do you use for reward data analysis and modelling?
Behavioural
- ›Tell me about a time you had to influence senior stakeholders on a reward strategy decision
- ›Describe a situation where you had to balance employee expectations with budget constraints
- ›Give an example of how you've improved reward programmes to support talent retention
- ›Tell me about a complex reward project you've led from start to finish
- ›Describe a time when you had to ensure fair pay decisions across different employee groups
STAR answer examples
Model answers using the Situation-Task-Action-Result framework. Adapt to your own experience.
Tell me about a time you had to influence senior stakeholders on a reward strategy decision
Describe a situation where you had to balance employee expectations with budget constraints