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HR Policy & Reward Specialist – Local Government

Ref: JO-2510-356803

United Kingdom, London
Business Operations & HR, HR
Human Resources and Personnel
5,000+ Employees
£0.00 - £358.00 per day

Environment: Hybrid
Contract Type: Contract
Starts: ASAP
Duration: 2-3 Months

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💷 £358 per day (Inside IR35)

📅 Contract: 2-3 months (potential for extension)

📍 Hybrid – South London

We’re looking for an exceptional HR Policy & Reward Specialist to lead on the pay and reward agenda for a major transformation programme within a large public sector organisation. This is a hands-on leadership role requiring both strategic vision and the humility to understand the context and success factors of the organisation to deliver lasting change.

You’ll oversee three key workstreams – legacy projects, business as usual, and future reward scoping, including a full pay and grading review. The role also supports the implementation of a new ERP system, so experience aligning pay and reward frameworks to large-scale system transformations will be key.

This organisation is deeply committed to equality, diversity, inclusion and anti-racism. You’ll play a vital part in embedding these values across the workforce.

Key Responsibilities

Leadership

Lead and provide strategic direction on pay, performance management, reward and benefits strategies.

Drive reviews of pay and grading structures, market factors, and non-financial recognition initiatives.

Partner with Trade Unions on pay negotiations, working closely with the Head of HR Policy & Projects.

Lead a small, high-performing team to deliver impactful change projects.

Ensure ERP implementation aligns with governance, sustainability, and reward objectives.

Collaborate closely with internal HR and key stakeholders.

Research, Policy & Development

Apply deep knowledge of local government pay and reward to design effective remuneration strategies.

Use data-driven insights to inform proposals and policy development.

Lead on job evaluation using KornFerry Hay methodology and assess other frameworks for best fit.

Apply strong employment law knowledge to guide benefits and reward decisions.

Undertake research, equality impact assessments, and develop fit-for-purpose reward strategies.

Communication & Engagement

Design and deliver engagement activities to involve staff and stakeholders in shaping the future.

Represent the HR function in programme boards, team meetings, and stakeholder sessions.

Build a culture of openness and transparency to drive collaboration and trust.

*Rates depend on experience and client requirements

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