1 Reward Analyst Job in Edinburgh, IN
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Department for Energy Security and Net Zero
Edinburgh, IN | Full Time
$54k-65k (estimate)
1 Week Ago
Reward Analyst
$54k-65k (estimate)
Full Time
1 Week Ago
Department for Energy Security and Net Zero is Hiring a Reward Analyst Near Edinburgh, IN
LocationAberdeen, Birmingham, Cardiff, Darlington, Edinburgh, London, Salford
About The JobJob summaryThe Integrated Corporate Services (ICS) is a new shared corporate service, launched in July 2023. It provides corporate services (HR, Finance, Digital, Commercial, Security and Estates) across the Department for Energy Security & Net Zero (DESNZ) and the Department for Science, Innovation & Technology (DSIT).
Our team of just over 300 professionals will be leading the way in how these functions will be delivered in the future. Our ambition is to be the leading provider of integrated corporate services for government and set the standard for quality, efficiency, and innovation in our field.
We offer great working benefits including a world-class pension, flexible working options and a career where your learning and development is taken seriously. We are enormously proud to be a Disability Confident Leader employer. We support candidates with adjustments throughout our recruitment process. Information about disability confidence and just some examples of the adjustments that you can request can be found in the reasonable adjustment section below.
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy.
Find Out More You can also follow our LinkedIn Careers Page: https://www.linkedin.com/showcase/desnz-careers/
Job DescriptionWe are looking to recruit a HEO Reward Analyst who will be part of an analytical wing to the ICS Reward Strategy Team, supporting the SEO Reward Lead – Strategic Analysis. The ICS Reward Team currently provides support to DSIT and DESNZ on their reward strategy and pay award implementation, both for SCS and delegated grades, with the potential to extend the service to more departments in the future. This includes providing advice and options on pay awards, leading the approvals and negotiation processes, and coordinating the central pay reporting cycle.
About The RoleYou will be supporting the Reward Lead – Strategic Analysis, to create options for annual pay awards, based on the remit guidance and strategic priorities for the Departments. You will lead on the modelling of these options on Excel, as well as providing analysis of various pay data to inform the strategy.
You will also be triaging the team’s shared pay query inbox, liaising with stakeholders within the Department in relation to profession-specific pay, and assisting with drafting of comms and other papers for various stakeholders.
There will also be opportunities for you to lead on ad-hoc projects within the reward team and participate in cross-departmental projects within the wider HR team. You will also have access to learning and development tailored to your role, an environment with flexible working options and a culture encouraging inclusion and diversity.
Person specificationKey Responsibilities Data Management :
Excel Skills: Experience and confidence with manipulating large datasets using Excel (or the desire to develop this skill if you are already working in a reward-based role) (Lead Criteria) - Please note that we also welcome applications from those with advanced Excel skills who do not currently have experience in Pay and Reward.
Data quality assurance, validation, and linkage: You can identify appropriate ways to collect, collate and prepare data. You can decide if data is accurate and fit for purpose.
Communication: You can demonstrate good verbal and written communication skills. You understand how to share insights with technical and non-technical audiences.
Stakeholder Engagement: Ability to establish and maintain good working relationships with colleagues and manage difficult relationships.
Desirable CriteriaA willingness to undertake a CIPD qualification if you currently do not hold this (this will be supported by the Department).
BehavioursWe'll assess you against these behaviours during the selection process:
The Department for Energy Security and Net Zero offers a competitive mix of benefits including:
Things you need to knowSelection process detailsThis vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours, Strengths, Experience and Technical skills.
As part of the application process you will be asked to complete a CV, personal statement and behavioural statements.
Further details around what this will entail are listed on the application form.
Please use your personal statement (in no more than 500 words) to provide a statement of how you meet the essential criteria for this role.
Applications will be sifted on behavioural statements, CV, and personal statement.
In the event of a large number of applicants, applications will be sifted on the personal statement.
Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will consist of behaviour, technical and strength-based questions.
Interviewees will be asked to deliver a presentation; further details will be provided nearer the time.
Sift and interview dates Expected Timeline subject to change
Sift dates: w/c 24/06/2024
Interview dates: w/c 01/07/2024
Interview Location: MS Teams.
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Further Information Reasonable Adjustment We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
We fully support adjustments throughout our recruitment process and we encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
We do not have an exhaustive list of adjustments that we support but just some examples include additional time to complete your application form, behaviour questions up to 72 hours prior to interview and having extra time at interview.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If successful and transferring from another Government Department a criminal record check may be carried out.
New entrants are expected to join on the minimum of the pay band.
A location based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Any move to the Department for Energy, Security and Net Zero from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility https://www.childcarechoices.gov.uk
DESNZ does not normally offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home).
DESNZ cannot offer Visa sponsorship to candidates through this campaign.
DESNZ holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service /Disclosure Scotland on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Feedback Feedback will only be provided if you attend an interview or assessment.
SecuritySuccessful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality RequirementsThis job is broadly open to the following groups:
Working for the Civil ServiceThe Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and InclusionThe Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
Apply and further informationThis vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window) .
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicantsJob contact :
About The JobJob summaryThe Integrated Corporate Services (ICS) is a new shared corporate service, launched in July 2023. It provides corporate services (HR, Finance, Digital, Commercial, Security and Estates) across the Department for Energy Security & Net Zero (DESNZ) and the Department for Science, Innovation & Technology (DSIT).
Our team of just over 300 professionals will be leading the way in how these functions will be delivered in the future. Our ambition is to be the leading provider of integrated corporate services for government and set the standard for quality, efficiency, and innovation in our field.
We offer great working benefits including a world-class pension, flexible working options and a career where your learning and development is taken seriously. We are enormously proud to be a Disability Confident Leader employer. We support candidates with adjustments throughout our recruitment process. Information about disability confidence and just some examples of the adjustments that you can request can be found in the reasonable adjustment section below.
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy.
Find Out More You can also follow our LinkedIn Careers Page: https://www.linkedin.com/showcase/desnz-careers/
Job DescriptionWe are looking to recruit a HEO Reward Analyst who will be part of an analytical wing to the ICS Reward Strategy Team, supporting the SEO Reward Lead – Strategic Analysis. The ICS Reward Team currently provides support to DSIT and DESNZ on their reward strategy and pay award implementation, both for SCS and delegated grades, with the potential to extend the service to more departments in the future. This includes providing advice and options on pay awards, leading the approvals and negotiation processes, and coordinating the central pay reporting cycle.
About The RoleYou will be supporting the Reward Lead – Strategic Analysis, to create options for annual pay awards, based on the remit guidance and strategic priorities for the Departments. You will lead on the modelling of these options on Excel, as well as providing analysis of various pay data to inform the strategy.
You will also be triaging the team’s shared pay query inbox, liaising with stakeholders within the Department in relation to profession-specific pay, and assisting with drafting of comms and other papers for various stakeholders.
There will also be opportunities for you to lead on ad-hoc projects within the reward team and participate in cross-departmental projects within the wider HR team. You will also have access to learning and development tailored to your role, an environment with flexible working options and a culture encouraging inclusion and diversity.
Person specificationKey Responsibilities Data Management :
- Prepare and analyse data for pay award modelling and implementation. Collate, cleanse, and prepare datasets to feed into departmental pay strategy and pay modelling. Work with wider HR teams / payroll provider to resolve anomalies.
- Analyse trends within data sets and explain these to the team, and other stakeholders, who may not have formal pay or data analytic backgrounds.
- Undertake pay benchmarking analysis and prepare data packs for Departmental Trade Unions (DTUS) and other senior stakeholders.
- Triage the queries which come into the ICS Pay queries inbox and forward them on to the most appropriate team member. Where possible, responding to queries where the answer is straight forward, or sign-posting the sender to the required information.
- Prioritise workload effectively to meet multiple and often conflicting deadlines.
- Work collaboratively with Department of Science, Innovation and Technology and Department of Energy Security and Net Zero pay colleagues, as well as their payroll provider, to understand their pay requirements and to resolve pay award queries.
- Draft submission and comms for all staff, DTUS, and other senior stakeholders.
Excel Skills: Experience and confidence with manipulating large datasets using Excel (or the desire to develop this skill if you are already working in a reward-based role) (Lead Criteria) - Please note that we also welcome applications from those with advanced Excel skills who do not currently have experience in Pay and Reward.
Data quality assurance, validation, and linkage: You can identify appropriate ways to collect, collate and prepare data. You can decide if data is accurate and fit for purpose.
Communication: You can demonstrate good verbal and written communication skills. You understand how to share insights with technical and non-technical audiences.
Stakeholder Engagement: Ability to establish and maintain good working relationships with colleagues and manage difficult relationships.
Desirable CriteriaA willingness to undertake a CIPD qualification if you currently do not hold this (this will be supported by the Department).
BehavioursWe'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Delivering at Pace
- Working Together
- Communicating and Influencing
- Data Analysis - This will be an internally designed test on data analysis skills.
The Department for Energy Security and Net Zero offers a competitive mix of benefits including:
- A culture of flexible working, such as job sharing, homeworking and compressed hours.
- Automatic enrolment into the Civil Service Pension Scheme , with an average employer contribution of 27%.
- A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
- An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
- Access to a range of retail, travel and lifestyle employee discounts.
Things you need to knowSelection process detailsThis vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours, Strengths, Experience and Technical skills.
As part of the application process you will be asked to complete a CV, personal statement and behavioural statements.
Further details around what this will entail are listed on the application form.
Please use your personal statement (in no more than 500 words) to provide a statement of how you meet the essential criteria for this role.
Applications will be sifted on behavioural statements, CV, and personal statement.
In the event of a large number of applicants, applications will be sifted on the personal statement.
Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will consist of behaviour, technical and strength-based questions.
Interviewees will be asked to deliver a presentation; further details will be provided nearer the time.
Sift and interview dates Expected Timeline subject to change
Sift dates: w/c 24/06/2024
Interview dates: w/c 01/07/2024
Interview Location: MS Teams.
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Further Information Reasonable Adjustment We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
We fully support adjustments throughout our recruitment process and we encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
We do not have an exhaustive list of adjustments that we support but just some examples include additional time to complete your application form, behaviour questions up to 72 hours prior to interview and having extra time at interview.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If successful and transferring from another Government Department a criminal record check may be carried out.
New entrants are expected to join on the minimum of the pay band.
A location based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Any move to the Department for Energy, Security and Net Zero from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility https://www.childcarechoices.gov.uk
DESNZ does not normally offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home).
DESNZ cannot offer Visa sponsorship to candidates through this campaign.
DESNZ holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service /Disclosure Scotland on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Feedback Feedback will only be provided if you attend an interview or assessment.
SecuritySuccessful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality RequirementsThis job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil ServiceThe Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window) .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and InclusionThe Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .
Apply and further informationThis vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window) .
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicantsJob contact :
- Name : Sherin Sahadevan
- Email : sherin.sahadevan@ics.gov.uk
- Email : desnzresourcing.grs@cabinetoffice.gov.uk
Job Summary
JOB TYPE
Full Time
SALARY
$54k-65k (estimate)
POST DATE
06/23/2024
EXPIRATION DATE
07/10/2024
Show more
The job skills required for Reward Analyst include Flexibility, Written Communication, Insight, etc. Having related job skills and expertise will give you an advantage when applying to be a Reward Analyst. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by Reward Analyst. Select any job title you are interested in and start to search job requirements.
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The following is the career advancement route for Reward Analyst positions, which can be used as a reference in future career path planning. As a Reward Analyst, it can be promoted into senior positions as a Benefits Administrator II that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary Reward Analyst. You can explore the career advancement for a Reward Analyst below and select your interested title to get hiring information.
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