Pay, Reward and Benefits Manager (Infected Blood Compensation Authority)
| Dyddiad hysbysebu: | 08 Ebrill 2025 |
|---|---|
| Cyflog: | £55,403 i £61,939 bob blwyddyn |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 21 Ebrill 2025 |
| Lleoliad: | Newcastle-upon-Tyne |
| Cwmni: | Government Recruitment Service |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 400326/1 |
Crynodeb
IBCA is responsible for delivering the Infected Blood Compensation Scheme, which will provide financial compensation to victims of infected blood on a UK-wide basis.
The Pay, Reward and Benefits Manager is a new role in the recently established IBCA HR team. You will contribute to IBCA’s success by shaping, leading and directing all aspects of pay and reward to enable IBCA to attract, motivate, develop and retain the talent it needs to deliver for victims of infected blood.
Opportunities to move to the new Infected Blood Compensation Authority (IBCA). At the moment all IBCA roles are hosted by Cabinet Office within the Civil Service. However, once IBCA becomes operational, it is anticipated that most of these roles will transfer to IBCA, which is a new Arms Length Body (ALB) separate from the Cabinet Office. Roles that transfer to IBCA from Cabinet Office will maintain the same or substantially the same terms and conditions of employment that are overall no less favourable. It is anticipated that employees who move from Cabinet Office to IBCA will be able to continue to participate in the Civil Service Pension arrangements with no break in their pensionable service. Roles commencing after IBCA has become operational will be with IBCA itself on similar terms and conditions. All successful candidates will receive full details of the terms and conditions of employment for their role with their formal job offer.
Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.
This is an exciting and rare opportunity to help establish IBCA as a new public body and an employer while meeting the Government's commitments to make compensation payments to victims.
As the lead on all pay, reward and benefits matters for IBCA, you will be responsible for both strategic direction and operational delivery up to and following IBCA’s establishment.
Given the nature of this role, you will have high levels of autonomy to lead your own work and have opportunities to engage closely with IBCA’s Board, Executive Committee, Remuneration Committee and other senior stakeholders, providing expert advice and recommending solutions to ensure IBCA’s arrangements are fit for purpose, competitive and affordable.
In the near future, you will have the opportunity to establish a small team with the necessary capabilities to deliver cyclical and ad hoc activity and ensure IBCA remains compliant with relevant legislation and government policy.
You will be supported at the outset by a friendly bunch of colleagues in the Cabinet Office Delivery Programme Team, and will play an active role in supporting the HR Director and other senior colleagues as IBCA’s HR team takes shape.
Establishing IBCA is a key government priority. This is a dynamic and fast-paced role which involves managing multiple priorities and frequently changing requirements, so you will need to be comfortable working with ambiguity and uncertainty.
Responsibilities
- Finalising IBCA’s approach to pay, reward and benefits, including leading on engagement and securing any necessary approvals;
- Working with internal and external stakeholders to ensure IBCA’s pay, reward and benefits arrangements feature in the relevant stages of the employee lifecycle and that systems, policies and processes are in place for IBCA to become a public body and an employer;
- Leading IBCA’s annual pay award cycles, including any associated negotiations with the Trade Union(s) and ensuring compliance with the Civil Service Pay Remit Guidance and alignment with the Senior Civil Service (SCS) pay framework throughout;
- Leading the delivery of IBCA’s Gender Pay Gap and leading/supporting the delivery of any regular or ad hoc activity, for example, contributing to IBCA’s Annual Report and Accounts and responding to any relevant commissions;
- Proactively monitor the effectiveness of IBCA’s pay, reward and benefits arrangements and develop solutions and improvements where necessary to ensure they enable IBCA to attract, motivate, develop and retain the talent it needs to deliver for victims of infected blood.
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