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About the Role

Titan Wealth is seeking an experienced and hands-on reward professional to manage the day-to-day delivery of its reward agenda in a rapidly growing and evolving business. This operational role requires self-sufficiency in tasks such as salary reviews, bonus cycles, benchmarking, and job grading. The successful candidate will embed, maintain, and evolve the group's reward infrastructure and frameworks, working collaboratively with various internal departments and external advisors.

Responsibilities

Lead the ongoing development and management of the group's job-grading and levelling framework.
Grade new and materially changed roles, applying job-evaluation differentiators consistently and maintaining supporting evidence.
Lead the development and implementation of the job architecture, including job families, career levels, and progression criteria.
Operate the re-grade query and appeal process with HR Business Partners within a defined response window.
Maintain standardized job titles, grades, and bands across entities.
Maintain the salary structure, bands, and ranges by grade and geography, reviewing them against the market during benchmarking cycles.
Manage the annual salary review process from end to end, including manager guidance, recommendation tooling, approval workflows, system loading, and communication.
Conduct the annual benchmarking exercise using recognized market data, identify outliers, and provide evidence for pay decisions.
Complete annual data submissions to benchmarking providers, ensuring accurate job matching.
Operate pay governance to prevent in-year drift, including offer approval for new hires, promotions, and out-of-cycle increases.
Market-price new and hard-to-fill roles for Talent Acquisition.
Provide reward input to the annual budget and planning cycle, including pay review affordability modeling and bonus accrual forecasting.
Ensure salaries are reviewed consistently on a published cycle and maintain the reward calendar.
Own the annual statutory gender pay gap calculation, submission, and published narrative, extending to ethnicity and disability where data allows.
Run pay-equity and equal-pay analysis, identify gap drivers, and propose recommended actions.
Lead the assessment and preparation for emerging pay transparency obligations.
Support remuneration disclosures required of MIFIDPRU investment firms and maintain the written remuneration policy statement.
Lead the annual bonus cycle, ensuring accurate administration, governance, and stakeholder engagement.
Maintain the bonus calculation and allocation tool and the annual accrual reset with Finance.
Manage relationships with external reward consultants.
Maintain the bonus scheme operation document, manager guidance, and employee FAQ.
Run the quarterly governance process for adviser and sales incentive schemes.
Draft and maintain adviser and sales incentive scheme rules, KPIs, underpins, and supporting documentation.
Maintain the scheme population and allocation record.
Provide reward input to adviser hiring offers, sign-on arrangements, book-transfer compensation, and retention packages.
Conduct reward due diligence for acquisitions, including pay, grading, benefits, schemes, and pensions.
Map acquired populations to the group grading framework and sequence a harmonisation plan.
Ensure reward is assessed at the deal stage for acquisitions.
Deliver the day-one reward position for each acquisition.
Line-manage and develop the Compensation and Benefits Specialist.
Oversee the benefits program and provider relationships, including renewals and onboarding/offboarding.
Oversee pension administration and compliance across schemes and jurisdictions.
Support recognition, engagement, and financial-wellbeing initiatives.
Act as the coordination point for employee mobility, working with relevant teams and external advisors.
Provide guidance to employees and managers on mobility-related pay, benefits, and allowances.
Lead the design, implementation, and review of Titan’s people mobility policy and supporting processes.
Maintain appropriate mobility records, case documentation, approvals, and cost information.
Coordinate external mobility providers and support the delivery of assignments and secondments.
Support the Compensation and Benefits Specialist on benefit-in-kind data for P11D reporting.
Maintain compliance on statutory pay obligations, including National Minimum and Living Wage, pensions auto-enrolment, and the tax treatment of termination payments.
Lead the implementation and ongoing management of the HiBob Compensation module.
Reduce spreadsheet-based reward administration by utilizing module functionality.
Ensure reward data in HiBob is accurate and governed under the agreed field-ownership model.
Produce reward MI and dashboards and provide reward cost modeling and people-cost forecasts.
Prepare the reward content of Remuneration Committee papers.
Maintain and develop the Group's reward policies.
Maintain the documented audit trail behind pay, grading, and award decisions.
Support Compliance on reward obligations under the FCA Remuneration Code, MIFIDPRU, and SYSC 19.
Operate the conduct and risk gate on variable pay and uphold conduct obligations under SM&CR.
Champion fair, transparent, and inclusive reward, and lead clear reward communication across the group.

Requirements

Proven reward or compensation and benefits experience, including hands-on end-to-end delivery of annual pay review and bonus cycles.
Demonstrable experience administering and applying a job grading or levelling framework, including grading roles and explaining decisions to stakeholders.
Experience producing statutory gender pay gap reporting: the calculation, the submission, and the published narrative.
Experience of pay benchmarking using recognized survey data (WTW, Mercer, McLagan or equivalent), including survey submission and job matching.
A working understanding of employment tax as it applies to reward: benefits in kind and P11D, salary sacrifice, termination payments and National Minimum Wage.
Strong analytical and modelling skills in Excel, with the judgement to interpret reward data and explain it plainly to a manager and to a board committee.
Experience of benefits and pension administration and of managing external providers and advisers.
Experienced people manager, able to direct and develop a specialist, with strong governance instincts.
Organised and deadline-driven, with the confidence to hold a process against pressure from senior stakeholders, and comfortable in a fast-changing, acquisitive environment.
Experience managing complex people processes involving multiple stakeholders, with the ability to work effectively across Reward, Payroll, Tax, HR and external advisers.
Comfortable taking hands-on ownership of policy development, employee queries, case coordination and process administration.
Working knowledge of the FCA Remuneration Code, MIFIDPRU and SYSC 19, Material Risk Taker identification, and how SM&CR intersects with compensation in a regulated firm.
Experience in a PE-backed or acquisitive, multi-entity environment where reward harmonisation has been a live project.
Experience supporting or establishing a global mobility framework, relocation policy or international assignment process.
Exposure to cross-border employment tax, international payroll considerations or global workforce mobility.

Skills

Reward management
Compensation and benefits administration
Job grading and levelling
Job architecture development
Salary review process management
Pay benchmarking
Gender pay gap reporting
Pay equity analysis
Bonus cycle management
Incentive scheme design and administration
Acquisition integration (reward aspects)
Benefits program oversight
Pension administration
Global mobility coordination
Employment tax understanding
Excel (analytical and modeling)
Stakeholder management
People management
Governance
Process improvement
FCA Remuneration Code knowledge (desirable)
MIFIDPRU knowledge (desirable)
SYSC 19 knowledge (desirable)
SM&CR knowledge (desirable)

Location

London

Work Type

Hybrid
Full-time
Permanent

Experience Level

Experienced
Hands-on

Salary/Compensations

Competitive salary

Benefits

Attractive Employee Pension Scheme (7.5% employer & minimum 3% employee)
25 days Annual Leave + public holidays
Buy and sell holidays up to 5 days
Office Christmas close (3-days)
Private medical insurance
Group life insurance
Income protection insurance
Further education and training support
Discretionary performance related bonus
Confidential Employee Assistance Programme
2 days per year for voluntary work
Flexible benefits

About the Company

Titan Wealth is a fast-growing wealth management business, both in the UK and internationally.
It has evolved a fairer, more efficient and effective business model, structured to deliver leading advice-led wealth management services.
We provide a dynamic work environment full of opportunity, one where both individual and team initiative and contribution is encouraged.
The company values include Creativity, Commitment, and Collaboration.

Equal Opportunity

The Titan Wealth Group is firmly committed to fostering an inclusive and equitable environment for everyone who works with us, regardless of their race, age, gender, sexual orientation, religion, physical ability or disability, or political affiliation.
We believe that having a diverse team allows us to create the best possible outcomes for our clients and team members.
We strive to provide equal opportunities in all aspects of the workplace with respect to recruitment and career advancement, pay and benefits, training and development opportunities and other job-related activities.