We are looking for a new team member to join the UK & Ireland Canon team to be our lead on Reward. Working closely with the HR Director you will provide specialist advice and guidance as well as development and maintenance on our reward approach, including pay, bonuses and reward. This role is highly valued within the HR team and the business leaders at Canon. You will be responsible for leading and guiding on our approach to pay and reward whilst taking a progressive approach to external market trends. We use the Willis Towers Watson (WTW) global grading system and there are other reward colleagues in Canon EMEA to provide support and guidance.
The Reward Specialist provides specialist advice and guidance as well as development and maintenance our total reward approach, including pay, reward and some benefits. The post holder is responsible for leading and guiding on pay benchmarking and taking a progressive approach to external market trends. You will work with the HR Director and Senior Manager to ensure we have a competitive employee value proposition to support the attraction and retention of talent. You will manage the director’s bonuses.

WHAT WE ASK

We are seeking a candidate who has:

• Reward & industry benchmarking experience
• Knowledge of the Willis Towers Watson General Industry Survey job evaluation process
• Significant experience in managing and designing bonus & commission schemes
• Strong Excel skills
• Evidence of being able to work independently
• A high attention to detail
• Relationship management skills at all levels across the business

• Lead on the successful implementation of our annual pay / remuneration award playing the role of expert advisor alongside the HR and Finance Director
• Drive the Pay Transparency to completion alongside the HR Director and HR Business Partners – using the WTW framework, bring our reward architecture to life for our employees
• Provide advice and recommendations to the HR Director, Senior HR Manager and Business Directors on pay and compensation against our career level framework and where we position ourselves with regards to our compensation strategy
• As required undertake salary surveys and pay benchmarking exercises for new roles
• With the HR Director, design approaches to executive remuneration and specialist roles, look at total reward approaches and review benefit packages
• The lead on gender pay gap reporting and any other EMEA reporting initiative