Senior Compensation Manager
About the Flutter Group Compensation team
The Flutter Group Compensation team is a key part of the Group Reward team, with specific accountability for advising on, developing and managing Flutter’s job architecture such as our job grading frameworks and compensation benchmarking. The team also has responsibility for job architecture related merger and acquisition activities and the implementation of Pay Transparency at Flutter.
Purpose of the Role
The Senior Compensation Manager is responsible for managing pay benchmarking and senior role levelling activities across Flutter, making recommendations, advising and educating Fluttter’s Divisional HR & Reward teams. The role co-leads on the development and refinement of Flutter’s job architecture including the impact of pay transparency requirements. The role also leads on specific compensation related projects with support from the wider team.
Key duties and accountabilities:
- Advise on job levelling for senior leadership populations (Flutter levels M4 or i7 and above). Level roles directly and peer review other levelling results, ensuring consistent and accurate outcomes by partnering with relevant cross-divisional HR and talent colleagues to understand organisational structures, existing senior leadership populations and challenges (both internal and external).
- Support organisational design changes or integration activity through review of existing grading structures and compensation frameworks, providing consultancy on alignment to Flutter’s job architecture including management of any resulting levelling activity and job catalogue updates.
- Support FBe (Workday) on-boarding of new populations, working with HR Ops & Tech, divisional and regional HR/Reward teams to ensure roles are aligned appropriately to job and pay range catalogues.
- Co-lead the ongoing review and refinement of job architecture to reflect business and Pay Transparency requirements
- Advise changes and updates required to the job and pay range catalogues to maintain Flutter’s job architecture.
- Manage the development of policy and process documentation, communications, FAQs and training materials on Flutter job architecture, levelling and pay management, using this to drive business wide education around Flutter’s levelling and benchmarking approach
- Advise and guide the divisionalregional reward teams to ensure that they understand Flutter’s approach to job architecture and job levelling, enabling these teams to manage all job levelling below senior leadership. This includes training new team members on Flutter methodology.
- Advise on job architecture, levelling and pay management activities impacted by Flutter’s Pay Transparency programme including working with Group Compensation Leadership to translate and implement requirements and educating the wider Flutter team.
- Guide and support the Compensation Specialist in the delivery of pay benchmarking, development of pay ranges and pay positioning information. Support market data submissions and benchmarking consistency by reviewing recommendations on job family and role matches.
- Lead on ad hoc projects as required, identifying business problems, working with and managing relationships with business and HR stakeholders to devise appropriate solutions with support from the wider Compensation team
- Become and remain updated on industry trends and regulatory changes, ensuring relevant insights and updates are shared appropriately with the team and stakeholders.
People management and stakeholders
- The Role reports to the Group Compensation Lead and operates with oversight from this role and the Director of Compensation and partners with other Group Comp team members.
- The role holder will be a subject matter expert with the ability to deliver a significant individual contribution. People management is not a focus of the role, but the role holder may mentor or manage roles at the manager/specialist/analyst level in the Group Comp or wider Reward team.
- Other key stakeholders include HR Senior Leadership, Group Finance, HR Operations and HR Tech, Divisional People, Finance and Leadership teams.
Experience, knowledge, skills:
- Management experience within a Reward, HR or people services or consultancy-based team covering:
- Provision of related consultancy/advisory services
- Creation, implementation and governance of reward policy and process frameworks
- Scoping, planning and management of reward projects and annual reward activities.
- Defining and developing data, content, documentation, and communications for a broad range of business stakeholders including HR, business management and employees
- Delivery through others including direct management and through partnering/ influence.
- Peer reviewing data, documents and other materials prepared by others to ensure accuracy and fit to requirements.
- Expert in job evaluation, compensation benchmarking and pay range management with advanced knowledge of different job architecture tools & methodologies.
- Expert in excel and data management analysis. Ability to guide others in the development and maintenance of complex data models and analysis and review outputs for accuracy and compliance.
- Advanced knowledge of HR systems (e.g Workday) with specific knowledge of processes related to job architecture such as job catalogue, job profile and pay range management. Ability to define system, data, and process requirements effectively.
- Advanced consultancy/business partnering, able to operate as a credible consultant/
- senior advisor to a wide and complex range of internal stakeholders
- Demonstrable understanding of current reward trends and upcoming pay transparency legislation.
Personal qualities:
- Excellent organisational and planning skills
- Excellent written & verbal communication skills
- Ability to work at pace, prioritising own workload to work fluidly in a fast-moving environment.
- Attention to detail and accuracy.
- Ability to work collaboratively.
We’re working to be an inclusive employer, and we encourage people from all backgrounds, ways of thinking and working to apply. Everyone brings different perspectives and experiences; you don’t have to meet all the requirements listed to apply for this role. If you need any adjustments to make this role work for you let us know, and we’ll see how we can accommodate them.
Read Full Description