Jobs in Queenstown

Group Reward Projects Manager – Retail

Location: London (Hybrid)

Salary: £68-80,000 + car allowance + bonus + corporate benefits

We are supporting a global, highly matrixed organisation to appoint a Manager, Group Reward Projects into a strategically important, standalone role within the Group Reward function.

This position sits at the intersection of reward strategy, complex project delivery, and senior stakeholder engagement, and is ideal for an experienced reward professional who is already operating at manager or senior-manager level, or a high-calibre Senior Reward Specialist with consultancy experience ready to step into a broader, more autonomous remit.

The role:

This is a high-trust, high-visibility role with responsibility for delivering multiple global reward initiatives concurrently. You will not inherit a team, but you will inherit ownership.

The organisation is operating in a fast-moving, international environment, and requires someone who can bring structure, pace, and credibility to complex reward projects, while remaining hands-on and detail oriented.

You will work closely with senior reward leadership, HR, Finance, Legal, and international markets, acting as the central point of coordination and delivery across several critical programmes.

Examples of some of the projects you will inherit as follows

Global Pay Transparency Programme

You will lead the coordination and delivery of a global pay transparency project in line with evolving EU pay transparency legislation.

This includes:

* Coordinating a multi-country programme with varied levels of reward maturity

* Supporting the removal of pay-secrecy clauses where applicable

* Developing and implementing salary ranges by country

* Supporting the publication of pay ranges on job adverts

* Managing employee pay information requests and benchmarking comparisons

* Delivering pay analysis and insight to support decision-making

* Driving alignment across markets ahead of regulatory deadlines

Following implementation, you will play a key role in:

* Educating leaders and colleagues on pay transparency principles

* Supporting communication around pay philosophy and reward frameworks

* Building capability and confidence across the organisation

Global Recognition Programme

This role will own and shape the organisation’s global non-financial recognition strategy.

You will:

* Lead the rollout of a new global recognition platform

* Design and embed peer-to-peer recognition aligned to organisational values

* Translate reward philosophy into meaningful, lived experiences

* Drive engagement, adoption, and cultural impact

* Build the business case and narrative for recognition as a value driver

This is a rare opportunity to take full ownership of a programme from concept through to global adoption.

Share Plan & Equity-Related Projects

You will support the delivery of equity and share plan initiatives, including:

* Phase two of an international share plan migration

* Enhancing enrolment processes and participation rates

* Applying a project mindset to multiple concurrent mini-initiatives

* Working closely with internal specialists and external providers

Cyclical Reward & Governance Support

At key points in the reward calendar, you will provide hands-on support across:

* Remuneration Committee papers

* Bonus modelling and cost analysis

* Directors’ remuneration reporting

* Ad-hoc reward analysis and system-related work

This requires confidence operating at senior level and comfort with governance, accuracy, and pace.

The person:

We are seeking a degree-educated reward professional with demonstrable experience operating in a complex, commercial, and preferably international environment.

Proven experience delivering reward projects or programmes end-to-end

Progressive experience gained within Retail, Hospitality, FMCG or Consultancy

Strong analytical capability and confidence working with large datasets

Advanced Excel skills; strong PowerPoint and written communication

Experience working with salary structures, pay ranges, and benchmarking

Ability to manage multiple priorities in a fast-paced environment

Comfortable operating autonomously without direct reports

Confident engaging and influencing senior stakeholders

Experience within a global or matrixed organisation

Exposure to pay transparency, pay equity, or reward governance work

Consultancy or project-led reward experience

Experience working with HRIS platforms (e.g. SuccessFactors)

Change management or transformation exposure

Enjoys variety and complexity rather than narrow BAU work

Thrives in ambiguity and brings clarity to others

Is proactive, organised, and commercially minded

Can move seamlessly between strategic thinking and detailed delivery

Is comfortable setting their own agenda and managing senior expectations

To apply for this influential role please email your CV