Head of Reward Shared Services

ROLE REPORTS TO

OI Director People & Culture

ROLES REPORTING TO THIS POST

Direct reports – Reward Advisors x 2.5FTE

Indirect reports – Reward Analyst x 1FTE

Some roles have a dual responsibility to their affiliate

BUDGET RESPONSIBILITY

N/A – budget spend is included in the overall P&C budget

KEY RESPONSIBILITIES (Technical, Leadership, People and Resource management)

Technical:

· Lead the ongoing development and implementation of the Reward Framework and Principles ensuring that it supports the organisation to retain and attract the skills and capabilities required to achieve organisational objectives.**

· Develop a clear understanding of the challenges faced with respect to Reward across countries and regions, and lead the design of solutions.**

· Partner with key internal and external stakeholders (including suppliers) to build an ongoing understanding of the market trends as well as internal challenges and success with respect to reward**

· Ensure the design and implementation of a suite of Reward policies which are underpinned by the reward principles, are easily communicated to all stakeholders, and are implemented in a consistent way**

· Lead the work outlined in the Global Staff Survey Action plan, including reporting to the Executive Leadership Team and staff on progress.**

· Provide regular reports to key stakeholders, including Executive Leadership Team, Global Programs Management team, and governance committees.**

· Provide support and advice in the ongoing design of the structure of the Reward Shared Service team, including ensuring an appropriate level of resources, skills, and capability and ensuring future proofing for key transformation work (such as the Transforming Business Support program). **

· Oversee the pay review process for countries, clusters, and regions as well as the OIS. **

Leadership

· Play a key role in the People & Culture leadership team, contributing not only in the area of reward, but more broadly across the People & Culture strategy.**

· Contribute to ongoing discussions across the Confederation on matters of Reward (and other relevant matters) via the Human Directors Platform and other appropriate mechanisms**

· Contribute to wider organisational discussions such as Transforming Business Support **

People and Resource Management

· Provide both operational management and strategic leadership to the Reward Shared Services Team**

· Support to the team to resolve escalated issues **

· Put in place mechanisms to monitor the quality, consistency, and efficiency of Reward Shared Services Team**

· Monitor the workload and resourcing requirements of the team and adjust accordingly

· Manage, develop, and guide the team including the annual performance review cycle

PERSON SPECIFICATION

Most importantly, every individual at Oxfam International Secretariat needs to be able to:

· Live our values of INCLUSION, ACCOUNTABILITY, EMPOWERMENT, COURAGE, SOLIDARITY and EQUALITY (read more about these here)

· Ensure you commit to our ORGANIZATIONAL ATTRIBUTES (including adhering to the Code of Conduct):

1. Be committed to our feminist principles, and to applying them in your day-to-day behaviour and your work. Be ready to keep learning, with accountability to those who experience oppression as a result of their identities, such as their gender, race/ethnicity, disability, class, or LGBTQIA identity.”

2. Be committed to undertaking Oxfam’s safeguarding training and adhering to relevant policies, to ensure all people who come into Oxfam are as safe as possible.

EXPERIENCE, KNOWLEDGE & COMPETENCIES

ESSENTIAL

· Systems Thinking

· Mutual accountability

· Agility, Complexity, and Ambiguity

· Self awareness

In addition: **

· Experience in leading reward in a complex and international environment**

· Demonstrated experience in developing and implementing reward frameworks**

· Demonstrated experience in leading a team**

· Exceptional stakeholder management skills**

· Exceptional project management skills**

· A generalist HR background, with the ability to see how reward supports across the employee life cycle**

· Strong written and verbal communication skills with the ability to explain technical information in plain language

Desirable

· A working knowledge of French, Spanish, Arabic**