Head Office Hiring for Compensation Lead at London Full Time

The Partnership is undergoing significant change as we continue to drive forward our Partnership Plan to become the go-to brands for customers who want quality, value and sustainability. The Reward & Policy team is central to this, and are in the process of redefining our Reward strategy, making it an exciting time to come and join us.

What’s the role about?

Working for the head of compensation, you will be joining one of the most important areas of our business as we look to build and deliver a new Reward strategy – shaping a proposition that’s fit for the future in an organisation of 80,000 Partners with new and innovative lines of business and purpose at its core.

Partnering with our leaders to proactively shape the reward strategy and working closely with our legal and talent departments is essential – you’ll be leading the transformation and delivery of the Partner compensation strategy and its propositions to become a powerful strategic lever for the business. Excellent business partnering, thought leadership and compensation expertise are required to be successful in the role.

You’ll be a great people leader, responsible for setting direction and strategy for a team of managers and analysts, providing support and encouragement for Partners to contribute at their best and deliver their role outcomes

You’ll also be leading on the cost of living response, scoping the direction required and actions for your team to implement, leading the team to deliver a meaningful response whilst keeping the conversation alive with the business.

What you’ll be doing?

Jodie Stopforth, Head of Compensation introduces the role in a short video which you can watch here.

Scan and preempt market movement in order to advise leadership teams of the market now and looking forward to planning for the future.

Focus on delivering the Partnership wide annual pay review cycle and developing/refining other pay propositions.

Identify the impacts of the Partnership plan and People plan on the compensation proposition, and prioritise areas to develop.

Support the compensation team in their personal and professional development, prioritising their activity and ensuring outcomes are delivered to agreed standards and timelines and being the escalation route for Partners when needed.

Keep abreast of all relevant legal and regulatory changes and respond accordingly, working closely with the Employment Law Team.

Engage and partner with stakeholders effectively, within and beyond function

Accountable for breaking perceived or real barriers within the organisation to foster a culture of cross-functional collaboration. Champion proposition with senior teams and seek their advocacy for change.

Full details for this role can be found on the attached Job Outline.

Existing Partners should click here to view the job outline

What you’ll have?

Deep understanding of reward strategies and experience of leading the development and implementation of reward propositions in large, multi-site companies

Experience of managing an annual compensation review process to time and budget

Experience and passion for leading a reward team

Good knowledge of the HR lifecycle

Experience in managing senior stakeholder relationships and a strong business partnering attitude to get things done

Additional information

We occasionally close vacancies early in the event that we receive a high volume of applications. Therefore we recommend you apply early.

Working in Partnership for a happier world – our shared Purpose that guides us in everything we do and inspires 3 important principles; happier people, happier business, happier world. The John Lewis Partnership is a truly unique business, one that seeks to make a positive difference to the lives of everyone.

The Partnership supports agile and flexible working practices, such as when, where and how we work. Head office areas also support a blended working approach. You’ll have the opportunity to discuss this further with the hiring manager during your interview, where it is operationally practicable.

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