Driving Value in Total Reward: Operating under broad direction, this role will focus on delivering an exceptional Total Reward Customer Experience (CX) and play a strategic role in influencing the organisation by fostering a deeper understanding of pay structures, equity, and total rewards strategy. Primary accountability will be to manage both day-to-day and established compensation programs , and to participate in group projects as required. The ideal candidate will possess strong analytical skills , a data-driven mindset , and the ability to translate compensation insights into actionable recommendations that support business objectives, optimize cost management , and enhance employee satisfaction . Key Responsibilities: Compensation Analysis & Business Support Act as the go-to expert for compensation-related business requests, providing data-driven insights and guidance. Conduct market benchmarking and pay structure analysis using internal and external data sources. Develop and socialise salary grids for all Endava operating areas and drive alignment of non-standard salary grids (e.g. from M&A companies, in new markets, etc.). Prepare complex compensation analyses, pay equity assessments, and incentive program evaluations. Partner with HR Business Partners and business leaders to develop and offer recommendations on salary adjustments, promotions, and retention strategies underpinned by financial prudence. Annual Compensation & Incentive Cycles Manage and operate annual compensation reviews, ensuring structured salary adjustments and pay equity compliance. Co-ordinate and manage the entire Bonus and Equity Incentive Scheme, ensuring these processes are effectively implemented across all business units. Provide C-level support, insights and recommendations for compensation adjustments based on market data, employee performance, and cost impact analysis. Oversee the management and optimization of all compensation plans (salary, step increases, grades) across multiple regions and business units. Fair Pay & Pay Transparency Lead pay equity analysis and develop proactive strategies to eliminate disparities in compensation, where applicable. Drive pay transparency compliance globally, ensuring adherence to laws such as the EU Pay Transparency Directive, UK Gender Pay Gap Reporting, and US Pay Disclosure Laws. Provide leadership with insights on compensation fairness, pay gaps, and total rewards impact analysis. Compensation Analytics & Market Intelligence Run global benchmarking using Mercer and other industry surveys to refine salary bands and incentive structures. Use advanced analytics to drive key compensation decisions, including pay gap analysis, salary trends, and cost impact modelling. Develop compensation dashboards and reports for executive leadership and Compensation Committees. Develop business intelligence dashboards working in tandem with the in-house People and Data Insights team. Global Benefits Management & Program Expansion Drive and operate the global benefits strategy, ensuring competitive, cost-effective, and regionally compliant programs. Develop wellness, retirement, healthcare, and leave policies that align with employee needs and business goals. Drive benefits harmonization post-acquisition to ensure a consistent employee experience across entities. Oversee global benefits communication strategies to increase employee awareness and engagement. Regulatory Compliance & Governance Ensure compliance with global and regional compensation regulations, including tax laws, labour laws, and regulatory reporting. Stay ahead of legislative changes impacting compensation and benefits, adjusting policies as needed. Develop governance frameworks for salary benchmarking, incentive design, and benefits optimization.
Key Qualifications & Experience: Global Total Rewards Experience – 5-7 years of progressive experience in Total Rewards, with expertise in the IT industry and multinational environments. Strategic Fair Pay & Pay Transparency Expertise – Deep knowledge of global fair-pay laws, pay equity frameworks, and gender pay reporting across multiple jurisdictions. Executive Compensation & Incentives – Experience d esigning and managing compensation structures , long-term incentives (LTI), and executive bonus plans. HR M&A & Integration – Proven experience harmonizing compensation structures, incentive plans, and benefits programs during mergers & acquisitions. Global Compensation Benchmarking & Analytics – Expertise in salary benchmarking , data analytics, and compensation modelling, with strong command of Excel, Power BI, and HRIS tools. Change Management & Stakeholder Influence – Ability to lead and influence senior executives, HRBPs, and business leaders on compensation-related decisions. Regulatory Compliance & Governance – Deep understanding of labour laws, pay reporting mandates, and international compensation compliance. Systems – must have working knowledge of Oracle HCM, Microsoft BI .
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