Reward Specialist

As a Reward Specialist, you will play a vital role within the Group Reward function, supporting both the annual compensation cycle and strategic reward transformation initiatives. You will lead the Payround process, managing fixed pay and bonus planning across the group, and work with large datasets to deliver insights that inform key decisions. Working closely with colleagues in Finance, HR, and senior leadership, you will ensure that reward plans are accurately funded and aligned with business objectives. You will also prepare high-quality materials for the Group Remuneration Committee and act as a trusted partner to the Group Reward Director, delivering clear, data-led recommendations.

In addition to compensation planning, you will contribute to the Reward Change Programme, helping to simplify and automate pay structures and processes across the organisation. You will use tools such as Workday to extract and analyse reward data, build data tools to support global teams, and drive continuous improvement in analytics and reporting. This London-based role follows a hybrid working model (anchor days: Monday, Tuesday, Thursday) and offers the opportunity to make a meaningful impact within a well-established team. 

To be successful as a Reward Specialist, you should have experience with: 

• Considerable understanding of reward and compensation structures ideally within the banking or financial services sector, including bonus mechanisms, deferral schemes, and regulatory considerations.
• Demonstrated expertise in Excel, including the use of pivot tables, Power Query, Power Pivot, and handling large datasets (100,000+ rows and 300–400 columns).
• Ability to interpret complex data sets and translate them into clear, actionable insights for senior stakeholders.
• Experience working with cross-functional teams such as Finance, HR, and senior leadership, with considerable communication and presentation skills.

You may be assessed on the key critical skills relevant for success in role, such as risk and controls, change and transformation, business acumen strategic thinking and digital and technology, as well as job-specific technical skills

This role is located from our London office

Purpose of the role

To develop, implement and maintain compensation programmes and provide advice to resolve any related issues. 

Accountabilities

• Development (including design and related analysis), implementation and delivery of compensation programmes aligned to the organisation’s strategy and applicable regulations, including the provision of advice throughout the employee lifecycle and during the annual pay review, advising on related services and the resolution of reward and compensation issues from employees, people leaders, or regulators.
• Communication and engagement to educate employees and people leaders on the compensation offering and structure including in relation to salary, bonus, and allowances recognition schemes.
• Review the competitiveness and relevance of the compensation programmes including salary, bonuses and allowances, as appropriate.
• Administration and delivery of compensation services, including the planning of cyclical activities, developing and testing relevant processes and systems, and managing external vendors/stakeholders and engaging with other HR teams where relevant to ensure effective delivery of these.
• Compensation reporting, analytics and forecasting to support management decision-making during compensation programme development and the annual pay review, utilising internal and external data.  .

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.