The Reward & Benefits Manager plays a key role in facilitating the organisation’s total reward strategy and supporting the design, implementation and continuous improvement of the employee benefits offering.
Working in collaboration with the Head of Reward, the role supports the development and delivery of reward initiatives including pay frameworks, incentive programmes, pay equity analysis and reward governance. The role has primary responsibility for the end-to-end benefits proposition, ensuring it remains competitive, aligned to employee needs and supports the organisation’s attraction, retention and wellbeing objectives.
The Reward & Benefits Manager leads the Benefits team to support the Head of Reward in driving operational excellence, employee engagement and effective stewardship of reward and benefits investment within the requirements of the F1 Cost Cap.
Total Reward Strategy
Act as a senior member of the Reward team, supporting the Head of Reward on the COE’s strategic agenda, including the design and roll-out of the pay framework, long-term incentive and retention strategy for critical technical talent, and the performance-related pay structure.
Support the delivery of annual pay equity analysis and the publication of gender and ethnicity pay gap data with named action plans, targets and timelines.
Support the Head of Reward to ensure the reward proposition is testably differentiated against competitor employer brands, benchmarking against the world’s best employers, not just F1, and translates into clear EVP proof points for the Reward & Wellbeing pillar.
Provide commercial, data-driven analysis to the Head of Reward to support reward investment decisions and demonstrate the impact of reward initiatives on attraction, retention and organisational performance.
Benchmarking, Insight & Cost Cap
Support and facilitate the annual total compensation benchmarking across motorsport, aerospace, engineering and global technology, using independent benchmarking to confirm and sustain upper-quartile positioning for critical talent segments.
Collate the modelling of the financial and Cost Cap implications of reward and benefits proposals, partnering closely with Finance to ensure all activity is affordable, compliant and defensible — every percentage point below market on a critical technical salary is a departure risk.
Support the development of reward analytics and reporting that give the Head of Reward, Exec Team and the Group HR Director confidence in the rigour and ROI of reward investment, including documented rationale and equity checks for reward decisions.
Benefits Design & Delivery
Play a key role in the end-to-end benefits programme, supporting the redesign of the package based on real employee demand data, then identifying, scoping and rolling out new and enhanced benefits aligned to employee needs, reward strategy and wellbeing outcomes.
Drive benefits utilisation, targeting strong take-up across all core benefits so the redesigned package lands as intended.
Take responsibility for project managing the implementation and enhancement of a self-service benefits portal, so employees can select a benefits package to meet their own specification and understand the value and components of their total reward package.
Facilitate the annual benefits renewal process, managing provider and broker relationships to secure value, quality and service excellence, presenting options for agreement to the Head of Reward.
Oversee benefits activations, onsite visits and events (e.g. Benefits Fair) that bring the proposition to life and drive engagement and take-up.
Champion employee wellbeing as a core component of the reward offer, integrating financial, physical and mental wellbeing into the proposition.
Reward Cycles & Governance
Support the planning and delivery of the annual salary review and reward processes, ensuring fairness, consistency, transparency and Cost Cap compliance.
Ensure all reward and benefits activities comply with relevant legislation, tax requirements, pension regulations and internal governance standards.
Maintain accurate and auditable benefits records, systems and processes, ensuring high standards of data integrity and compliance.
Communications & Employee Experience
Plan and oversee the reward and benefits communications agenda, working with the Head of Reward, Employer Brand / EVP CoE and the in-house design capability to deliver compelling, on-brand communications.
Assess the impact of reward communications and continuously improve clarity, reach and engagement across the business.
Maintain the Reward & Benefits content on the HR intranet as a high-quality, trusted resource.
Leadership & Operations
Lead, develop and coach the Benefits team, creating a high-performance culture and supporting professional development.
Oversee accurate, on-time benefits operations including payroll inputs, reconciliations, approvals and invoice / payment processing, working to payroll and benefit cut-off dates.
Drive process, systems and data improvements, leveraging HR systems (Oracle HCM, SAP) to increase efficiency and accuracy.
Build strong relationships across HR, Finance and the wider business to deliver a high-quality employee experience and trusted reward service.
Essential Skills, Experience & Competencies
Demonstrable experience in a reward and/or benefits role, with proven ability to design and deliver benefits programmes and contribute to reward strategy.
Strong commercial and analytical capability — confident benchmarking, cost-modelling and presenting data-led recommendations to senior stakeholders.
Sound, proven knowledge of UK reward, benefits, pension and taxation legislation, including HMRC requirements, P11D reporting and year-end processes.
Advanced Microsoft Excel and strong overall Microsoft Office capability; confident with HR systems (Oracle HCM, SAP experience advantageous).
Excellent stakeholder management and communication skills, with the ability to influence and build credibility at all levels including the Exec Team and Finance.
Experience managing external providers and brokers to deliver value and service excellence.
Methodical, organised and detail-oriented, with the ability to manage multiple workstreams and meet deadlines.
High levels of discretion, integrity and professionalism when handling confidential information.
Aligned to RBTG’s Fast, Free, Bold values.
Desirable
People management / team leadership experience.
CIPD qualification or equivalent reward / benefits professional certification.
Experience operating within cost-constrained or regulated environments (F1 Cost Cap awareness highly valued).
