Reward Manager

Overview

PURPOSE & IMPACT:

The Reward Manager is responsible for the consistent application of Nomad Foods reward standards across the organisation through effective partnership with HR and the broader business. They lead or support the design and implementation of a variety of compensation programmes, ensuring seamless coordination of internal and external stakeholders.

• Reward SME with business acumen and solid commercial thinking
• Creative problem solver, able to work in a context of ambiguity and frequently changing priorities
• Strong communication and presentation skills; can make complex technical matters easy to understand for all
• Good team player, capable of playing different roles in a team/project as needed
• Open minded, excellent intercultural sensitivity, used to work with colleagues from different geographies/backgrounds

Responsibilities

• Reward Standards, Job Evaluation & Benchmarking. Responsible for job evaluation and benchmarking for assigned areas, including preparation and submission of data for salary surveys (currently: Mercer). Champion the understanding of the company job evaluation methodology and reward standards within the HR team and the broader business, both through ‘on-the-job’ conversations and structured training or presentations. Make recommendations on the application of reward principles in relation to off-cycle requests (e.g. job changes, salary adjustment, retention plans etc.). Partner with HR to ensure both job evaluations and recommendations are aligned to the business context/needs and commercially sound.
• Reward Programmes Design & Implementation. Support Head of Reward in the design and implementation of a variety of reward programmes, with a particular focus on incentive design. This may include market analysis and ad hoc benchmarking, modelling, validation and alignment with internal stakeholders, communication etc. Furthermore, from time to time they may be required to help with preparatory work and material for Exec/RemCo (Compensation Committee) may be required from time to time.
• Global Mobility. Overseas global mobility programmes with the support of 3rd party vendors for expert tax and immigration advice, enabling the business to employ the right talent in the right place while ensuing appropriate level of compliance, risk management, and cost control.
• Reward Operations (Annual Reward Cycle). Support Reward Operations in the delivery of the annual reward calendar (annual salary review and bonus calculation; LTIP programme administration). This may include data validation, communication & training, partnership with both HR and the business.
• Benefits Strategy. Monitor overall benefit offering across our geographies and business units, and make recommendations to drive standardisation and cost efficiencies, inputting into the company benefit strategy. May provide ad hoc advice and support to local HR & payroll teams as required.
• Project management. The role doesn’t manage people but may be required to lead projects through functional expertise. These will require effective collaboration with other teams/department, such as HR (especially HR & Reward Operations) and finance.

Qualifications

• Proven experience in managing compensation and benefits programmes internationally
• Proven experience in job evaluation, ideally with multiple vendors/methodologies
• Excellent excel and data analysis skills, including data visualisation and presentation skills
• Knowledge of equal pay regulation advantageous
• English as first language or business level required; other European languages advantageous
• Significant working experience within medium to large size multi-national companies
• Experience with unionised and factory environments advantageous