Job Description

The key accountabilities of the role include, but are not limited to:-

• Partner with the Head of Total Reward, Europe, and the broader Compensation Team to develop combined strategy and align processes and procedures across the new Europe region
• Ensure compliance with out of cycle approval processes and develop pro-active reporting on issues and trends to provide to European leadership.
• Implement the annual review cycle and other ad-hoc remuneration processes, providing end-to-end support for the UKI business
• Oversee the mid-year review cycle (development point for Compensation Analyst to pick this up when normal cycles return)
• Partner with the Talent function to investigate the performance element being included at mid-year review for the Graduate population
• Undertake related compensation project work in partnership with the global Compensation function.
• Provide guidance to the UKI HR Managers, Senior HRMs and business units on salary and incentive proposals, job structure and compensation guidelines
• Manage on-going development of frameworks for Early Careers group
• Responsible for the Education of Managers on Compensation tools and processes
• Recommend enhancements to existing tools, processes and Employee Centre materials available
• Provide leadership and guidance to compensation team, fostering an environment that encourages employee participation, teamwork, and communication, providing regular feedback and coaching to ensure timely and accurate completion of work.
• Monitor consistency career model alignment between UKI and the rest of AECOM
• Engage with external survey groups as required to analyse market trends to determine statutory requirements, market levels and market trends across the UKI.
• Oversee the participation in various compensation surveys and the management of the market data process, monitoring salary levels and market positioning throughout the year across UKI.
• Keep abreast of changes to regulatory legislation impacting compensation practices in UKI, developing/maintaining strong external relationships with relevant consultants, industry groups, and peer networks.
• Proactively work on Gender Pay Equity matters, prepare Gender Pay Gap reporting, and liaise with internal communications to develop formal reporting.
• Investigate formal accreditation for AECOM with the Living Wage Foundation to support bids
• Contribute to global HRIS system improvement activities in relation to Compensation
• Participate in Global / Regional Total Rewards projects as required.
• Provides guidance to employees within the latitude of established policies for Human Resources.
• Recommends changes to policies and establishes procedures that affect immediate organization.
• Works on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors, including understanding of current business trends.
• Acts as advisor to subordinates to meet schedules and/or resolve technical problems.
• May have budget responsibilities.
• Erroneous decision or failure to achieve results adds to costs and may impact short-term goals of organization.
• Manages the coordination of activities of a group or department with responsibility for results.
• In some instances, may be responsible for functional area and does not have direct reports.

Required Knowledge, Skills, and Abilities

Ability to demonstrate proficiency via extensive technical and / or business knowledge and functional expertise An intuitive, analytical and pro-active approach to day-to-day work practices Ability to identify and drive continuous improvement opportunities A keen eye for detail and ability to demonstrate initiative Experience of working to, and consistently meeting challenging deadlines Proven project management skills Possesses exceptional customer care and communication skills to communication.