Titan Wealth is a PE-backed wealth-management group that has grown rapidly through acquisition and operates across multiple entities with different inherited reward structures, compensation frameworks and benefits arrangements many never formally reviewed or benchmarked. Working closely with the Group HR Director, Finance and business leadership, the Reward Manager brings structure, consistency and control to the group's pay, bonus, benefit and adviser-incentive arrangements, and brings each acquisition onto a single, consistent framework.

Responsibilities:

Adviser and sales commission schemes

• Take ownership of the day-to-day administration and governance of the adviser and sales commission and incentive schemes across all populations, ensuring they are applied consistently, accurately and on time.
• Work closely with Finance and business leads to model, calculate and maintain scheme outcomes, and keep the modelling current as populations and schemes change.
• Draft and maintain scheme rules, KPIs, underpins and documentation, and ensure schemes remain compliant with FCA Remuneration Code requirements , including variable-pay deferral, performance adjustment (malus and clawback) and conflicts of interest in scheme design.
• Support KPI design and build and maintain the per-scheme KPI dashboards in readiness for the quarterly reviews under the new schemes.
• Manage end-to-end bonus scheme timetables: governance, communications to RMs, KPI meetings, Finance calculations, approvals, and resolution of queries with Finance and key stakeholders.
• Maintain the bonus master sheet and scheme allocation as the single source of truth across Finance, HR and the business (joiners, leavers and mid-year transitions), together with the payroll and data interface.
• Recalibrate schemes each cycle and handle adviser and manager queries, worked examples and dispute resolution to protect engagement and retention.
• Provide reward input and recommendations for adviser and sales hiring offer structuring, sign-on arrangements, book-transfer compensation and retention packages for sign-off as appropriate.

 

Salary benchmarking, job grading and levelling

• Run the salary benchmarking process to ensure pay is consistent and aligned, using recognised market data (WTW, Mercer, McLagan or equivalent), identifying outliers and providing a clear evidence base to inform pay decisions.
• Maintain the Titan salary structure bands and ranges by level and support the review and roll-out of a refreshed job-grading framework aligned to job evaluation and levelling.
• Keep grading and job titles consistent and standardised across entities as the organisation changes.
• Prepare the annual pay-equity and gender pay gap analysis (gender and ethnicity where data allows), with recommended actions for the Group HR Director.
• Run the annual salary review for the whole population end-to-end, within the budget agreed with Finance and the Group HR Director: manager guidance, salary-recommendation tooling, the approval workflow and loading approved changes in HiBob, and communication to managers and employees.
• Run the annual bonus cycle: scheme documentation, performance linkage, Finance reconciliation, approvals, payment administration and communication working with Finance and HR so the discretionary bonus is aligned to the performance process and applied consistently.
• Administer discretionary pay governance spot bonuses, retention payments, sign-ons and buyouts ensuring decisions are documented, approved at the right level and recorded in HiBob.
• Maintain the reward calendar and timetable so all cycles run to plan.

 

Acquisition integration

• Carry out reward due-diligence and integration for each new acquisition (pay, benefits, schemes, TUPE and harmonisation), bringing acquired populations onto the group framework.
• Work with the Integrations team so every incoming acquisition is assessed against the group reward framework from the outset, with a clear harmonisation plan sequenced into the integration timeline, managing dual-running costs and employee communication.
• For international entities, help prepare jurisdiction-appropriate reward recommendations, factoring in local tax, statutory minimums and norms and working with local management and HR where required.

Cost modelling, systems and reward data

• Provide reward cost modelling, headcount cost analysis and people-cost forecasts to Finance and the Group HR Director, and maintain a reward cost model that can be segmented by entity, function and level to support value-for-money decisions.
• Work with Group HR Operations and Systems to ensure HiBob is properly configured for reward (pay ranges, salary-review workflows, bonus-scheme records, benefits administration and total-compensation reporting) and that reward data is accurate and used as the single source of truth.
• Complete the HiBob Compensation module implementation within the supplier support window, reducing manual, spreadsheet-based workarounds wherever possible.
• Use reward data and analytics to monitor the effectiveness of pay, bonus and benefits, identify trends and make insight-driven recommendations for continuous improvement.
• Run pre-payroll anomaly checks and reward data-quality controls, working closely with Payroll so reward changes are processed accurately and on time.

 

Communication, structure and governance

• Work with new acquisitions, new joiners and managers to ensure schemes and rewards are clearly communicated and understood.
• Bring structure to salary-review and bonus governance and ensure it is documented, consistent and understood by managers and all staff; lead clear, accessible reward communications across the group.
• Build standard reward templates and toolkits for the business: offer-approval forms, manager salary-review guidance, bonus-scheme summaries, total-reward statements and new-joiner benefits guides.
• Provide clear advice and guidance to managers and the HR Business Partner team so they can hold meaningful conversations on pay, reward and recognition escalating only genuinely complex or exception cases and ensure that advice reflects legal and regulatory requirements.
• Champion fair, transparent and inclusive pay, benefits and recognition practices across the group.
• Prepare reward MI, dashboards and RemCo / management reporting packs

 

Benefits Management and oversight

• Line-manage and develop the Compensation and Benefits Specialist, giving clear ownership of day-to-day benefits and compensation administration and assuring the quality of that work.
• Manage the day-to-day benefits programme and provider relationships (e.g. BUPA, pension, life-assurance and income-protection providers) and run the annual benefits renewal reviewing market alternatives and renewal pricing and making recommendations to the Group HR Director and RemCo
• Oversee management of pension administration and compliance, ensuring effective governance of outsourced pension providers and services.
• Oversee the correct onboarding and offboarding of benefit providers, including providers brought into the organisation through acquisitions, ensuring transitions are handled correctly.
• Ensure the benefits offered remain fit for the organisation: maintain the single benefits matrix across entities and territories, help keep the flexible-benefits platform (Cloud8) and menu of choices relevant, and resolve day-to-day benefit queries.
• Oversee total-reward / 'My Reward' statements and arrangements such as salary sacrifice.
• Support recognition, engagement and financial-wellbeing initiatives, providing practical tools and information that help colleagues understand and value their total reward.

Skills and Experience:

Skills and Experience Required

 

Essential

• Proven experience in reward, compensation and benefits, including hands-on delivery of annual pay-review and bonus cycles.
• Experience administering and maintaining adviser or sales commission and incentive schemes (or comparable rules-based incentive schemes), working closely with Finance.
• Strong knowledge of pay benchmarking and job-evaluation / levelling frameworks, and of recognised benchmarking surveys (WTW, Mercer, McLagan or equivalent).
• Strong analytical and modelling skills (Excel); able to interpret and communicate complex reward data clearly.
• Experience of benefits and pension administration and managing external providers.
• Working knowledge of FCA remuneration rules and the intersection of SM&CR with compensation in regulated firms, and a sound understanding of relevant employment and pension legislation.
• Experienced people manager able to direct and develop a specialist or analyst with strong governance instincts: pay decisions must be right, documented and defensible.
• Organised, deadline-driven and a confident communicator able to build trust and influence at all levels; comfortable in a fast-changing, multi-entity environment.
• CIPD qualified (Level 5 or above) or equivalent experience.

Desirable

• Experience in a PE-backed or acquisitive, multi-entity environment where reward harmonisation has been a live project.
• Hands-on experience with HiBob (or comparable HRIS) for reward administration,
• Experience of share or equity plans and multi-jurisdiction (UK and CI / international) reward.