Reward & Recognition Consultant

Requirements of the role

We are the UK’s aviation and aerospace regulator and recognised as a world leader in its field. Our activities are diverse, enabling the aviation industry to meet the highest safety standards, and we pride ourselves on our ability to adapt to the constantly evolving aviation environment.

About The Team

We’re a small, friendly, and inclusive team that values collaboration, fresh ideas, and making work enjoyable. In 2023, we introduced a new reward model that’s opened up some exciting and innovative lines of work, and we’re just getting started. We work on a variety of interesting projects, with even more on the horizon over the next 12 months — a great opportunity to grow your skills and experience. We’re open to suggestions from everyone and pride ourselves on creating an environment where all voices are heard. We work flexibly and normally all come into the office every Tuesday, which gives us the chance to connect in person, catch up over coffee, and enjoy our regular team lunch together.

The Role

To support the Reward and Recognition Manager in the further embedding and evolution of our Reward Model, including the development, implementation and on-going support of the key products, practices and processes that support delivery of the CAA’s total reward strategy and alignment with the People Strategy.

Core Accountabilities

To work collaboratively with the Reward and Recognition Manager in continuing to embed, refine, develop, and further evolve the CAA’s Reward Model, including the introduction of job professions/career pathways and reviewing of our pay governance arrangements.
Deliver a range of expert reward services and advice to enhance the culture of the CAA further embed the reward model, both internally within the People and Culture team and externally to colleagues, managers and other customers and stakeholders across the business as appropriate.
To act as the Reward Team lead on pensions matters, including the provision of secretariat to the DC Pension Scheme governance committee, working closely with them and our pension scheme advisors to increase engagement with colleagues, improve communications and raise awareness of the benefits of saving into the pension scheme.
Lead on the development of a new Recognition Scheme for the CAA.
Work closely with the Reward and Recognition Manager in the preparation and drafting of People and Culture LT/ExCo/Board papers as appropriate on reward matters.
As part of the CAA’s pay benchmarking strategy, participate in and contribute to the undertaking of an annual pay benchmarking exercise, in collaboration with other members of the Reward Team.
Provide relevant pay data, analysis and intelligence for stakeholders at all levels (both at a corporate level and on an ad-hoc basis) to help inform and influence decisions on all, pay and reward related matters.
Contribute to and participate in the Annual Pay Review process, including annual pay negotiations with the Trade Unions, modelling, communications and implementation of the awards in April in conjunction with the payroll team.
Undertake job evaluations and participate in job evaluation panels.
Participate in and contribute to the undertaking of the annual pay gap reporting analysis, including Gender Pay Gap reporting, preparation of the report and findings, socializing with the D&I committee and ExCo and publication of report.
Contribute to and participate in cross cutting and organisational reward projects, as part of the further embedding and evolution of our Reward Model.

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