Head of Pay, Reward & Benefits
Description
- Job grade: Grade 6
- Contract type: Permanent
- Business area: DEFRA - DGCS - Human Resources
- Type of role: Human Resources
- Working pattern: Flexible working, Full-time, Job share, Part-time
- Number of jobs available: 1
Location
About the job
Job summary
The Head of Pay, Reward and Employee Benefits is the senior specialist lead responsible for developing and delivering an integrated pay, reward and employee benefits strategy that supports organisational objectives, workforce sustainability, employee engagement, and value for money.
The role provides expert leadership across pay policy, pay strategy, reward frameworks, recognition, employee benefits, and financial wellbeing. Operating in a complex organisational group environment, the postholder will ensure compliance with Civil Service pay controls and government guidance whilst delivering innovative and future focussed, evidence-based reward solutions that support attraction, retention, and workforce performance.
The role leads a team of reward professionals and works closely with senior HR leaders, Finance, Trade Unions, Shared Services, Cabinet Office, HM Treasury and Defra’s Arm's Length Bodies.
Job description
Key responsibilities
Strategic Leadership
- Lead the development and implementation of the organisation's pay, reward, and employee benefits strategy.
- Provide strategic advice to senior leaders on reward, pay policy, employee value proposition, and workforce affordability.
- Ensure reward and benefits arrangements support organisational priorities, workforce plans, and people strategies.
- Ensure pay, reward, and benefits strategy support delivery of the water reform agenda, equipping the organisations and new regulator to attract, retain and deploy the capability needed through significant transformation.
- Work with cluster departments to design and implement a reward and benefits solution through the Synergy ERP project that delivers for customers, aligns with wider transformation priorities, and supports consistent, effective services.
- Shape future reward approaches using market intelligence, workforce insight, and benchmarking.
Pay and Reward
- Lead delivery of annual pay award processes and pay remit submissions across Defra and its ALBs, Natural England and the Environment Agency.
- Oversee the development of pay frameworks, grading structures and reward policies.
- Provide expert advice on pay flexibility cases, recruitment and retention measures and reward interventions across Defra Group.
- Ensure compliance with Cabinet Office, HM Treasury and Civil Service pay guidance.
- Lead pay modelling, affordability assessments, and equality impact considerations.
Employee Benefits and Recognition
- Lead the strategic development and ongoing review of the employee benefits portfolio.
- Ensure benefits support wellbeing, engagement, attraction, and retention objectives.
- Drive continuous improvement in employee benefit offerings through market research, employee feedback, and data analysis.
- Oversee recognition schemes and wider employee value proposition activity.
- Build strong relationships with external suppliers and service providers, ensuring value for money and high-quality service delivery.
Governance, Risk and Assurance
- Ensure robust governance arrangements across pay, reward and benefits activity.
- Provide oversight and assurance of new reward and benefits solution design and implementation, particularly the new Synergy ERP, ensuring risks, controls, dependencies, and customer impacts are identified and managed.
- Oversee a robust assurance and testing regime for pay accuracy, including clear controls, test criteria, defect management, and readiness decisions, to protect employees and maintain confidence in payroll outcomes.
- Manage organisational risks associated with pay, reward, pensions, and employee benefits.
- Ensure compliance with legislation, policies, financial controls, and audit requirements.Produce high-quality papers, submissions and recommendations for Executive Teams, Boards, and governance groups.
Stakeholder Engagement and Influence
- Build trusted relationships with senior stakeholders across HR, Finance, operational groups, and government departments.
- Lead engagement with Trade Unions on reward-related matters.
- Represent the organisation in cross-government reward and pay networks.
- Influence strategic decision-making through evidence-based recommendations and expert advice.
Leadership and Capability
- Lead, develop and inspire a high-performing specialist team.
- Create an inclusive, collaborative, and continuous improvement culture.
- Build organisational capability in reward, benefits, and pay management.
- Drive innovation and service improvements that enhance efficiency and employee experience.
Key outcomes
The postholder will be accountable for:
- Delivery of annual pay awards and reward processes.
- Development and implementation of reward and benefits strategies.
- High-quality reward advice to senior leaders.
- Effective management of reward governance and compliance.
- Improved employee engagement with reward and benefits provision.
- Strong workforce outcomes relating to attraction, retention, and employee experience.
- Successful delivery of strategic reward projects and organisational change programmes.
Person specification
Essential criteria
Experience
- Experience leading pay, reward, or employee benefits functions within a large and complex organisation.
- Experience developing reward strategies and translating them into operational delivery.
- Experience managing complex stakeholder relationships at senior levels.
- Experience leading organisational change and influencing strategic decision-making.
- Experience managing teams and developing capability.
Technical Knowledge
- Strong understanding of reward principles, pay frameworks and employee benefits.
- Knowledge of workforce planning, employee value proposition, and reward strategy.
- Understanding of employment legislation and reward-related governance requirements.
- Experience of data analysis, pay modelling and business case development.
- Experience of public sector pay, or strong knowledge of Civil Service or comparable regulated pay frameworks, with the ability to apply this knowledge quickly and credibly.
Skills
- Strategic thinking and problem solving.
- Excellent communication and influencing skills.
- Strong commercial and financial awareness.
- Ability to interpret complex data and translate insight into action.
- Strong negotiation and relationship management skills.
- Excellent leadership and people management capability.
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Leadership
Technical skills
We'll assess you against these technical skills during the selection process:
- Technical Questions, based around the following: Pay and reward strategy, employee benefits, workforce affordability, governance, policy and organisational transformation.
Benefits
What we offer
This is a rare opportunity to influence workforce policy and reward strategy at significant scale. You will shape the employee offer for thousands of colleagues, support major public-sector transformation programmes, and help Defra Group build the capability needed to deliver its priorities.
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
Things you need to know
Artificial intelligence
Selection process details
The selection process will combine experience, technical expertise, strategic leadership and stakeholder influence.
After submission of the first stage of your application you will be invited to complete a Civil Service Numerical Test. If you successfully pass the test, you will be invited to complete the final stage of the application.
Please complete the online tests as soon as possible (within 24-48 hours is recommended), the closing date for the tests is 23:55 on 18th November 2026. If you fail to complete the online test before the deadline your application will be withdrawn. Guidance for the test will be available when you are invited to take the test. The tests are administered online and accessed via the CS Jobs website.
Online Test Maintenance
You will be directed to the Talogy - True Talent – Scheduled Maintenance Window Webpage for online tests during an outage.
Our online test supplier will be performing scheduled maintenance between midnight 14th November and 6.00 am 16th November. You will be unable to access tests during this period.
If you are in the middle of a test when the maintenance begins, your progress will be paused. You will be able to resume your test from where you left off via your application centre once the downtime has ended. Please note that you will not be able to launch any new tests while the system is offline.
Stage 1 – Application and sift.
- Candidate will be required to pass a Civil Service numerical reasoning test. Candidates must meet the published pass mark to progress. If candidates successfully pass the numerical reasoning test they will be required to submit:
- A CV demonstrating relevant experience in pay, reward, and employee benefits; strategic workforce or people leadership; organisational change and transformation; and influencing senior stakeholders in complex organisations.
- A 750-word experience statement providing evidence of leading the development and implementation of a significant pay, reward, workforce, and people strategy within a large and complex organisation.
Further details of around what this will entail are listed on the application form..
Candidates cv’s and personal statements will each be score out of seven.
If we receive a high volume of applications, we will complete an initial sift using candidates’ personal statement.
Stage 2 – Strategic briefing session
Candidates who pass the sift will be invited to a discussion session. The session will provided further context on the role, immediate priorities, strategic challenges, stakeholder environment, and the business impact expected from the post holder.
Candidates will be expected to lead the conversation and include their relevant experience and background, meet potential colleagues and stakeholders, and find out more about the role.
The session will not be assessed. The same core information and a consolidated questions and answer summary will be shared with all shortlisted candidates.
Attendance is mandatory, sessions will run on 27th and 30th November and 1st December.
Further information can be found in the candidate information pack.
Stage 3 – Interview
The interview assessment will comprise of the following:
Experience Questions based on the essential criteria.
An unseen scenario which will test how candidates review and respond.
Technical Questions, based around the following: Pay and reward strategy, employee benefits, workforce affordability, governance, policy and organisational transformation.
Leadership – Behaviour
Communicating and Influencing – Behaviour
Interview will commence week of 7th December.
Location
As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s).
Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes.
The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer, or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations.
Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee. There will be travel required as part of the undertaking of this role, particularly to London.
The successful candidate is required to perform all their duties from a UK location, and cannot do so from an overseas location at any time.
Defra includes the core department, APHA, RPA, Cefas and VMD.
Salary
New entrants to the Civil Service start on the minimum of the pay band. The internal roles rules apply to existing Civil Servants, i.e. level transfers move on current salary or the pay range minimum, transfers on promotion move to new pay range minimum or receive 10% increase. Either case is determined by whichever is the highest.
Reserve List
A reserve list will be held for a period of 12 months from which further appointments can be made.
Childcare Vouchers
Any move to DEFRA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.
Near Miss
Candidates who are judged to be a near miss at interview may be considered for other positions in Defra which may be at a lower grade, but have a potential skills match.
Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via defrarecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Complete the ‘Assistance required’ section in the ‘Additional requirements’ page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you are deaf, a Language Service Professional.
Accessibility
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Criminal Record Check
If successful and transferring from another Government Department a criminal record check may be carried out.
To process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
Visa Sponsorship Statement
Please take note that Defra does not hold a UK Visa & Immigration (UKVI) Skilled Worker License sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship.
Criminal Record Check
If successful and transferring from another Government Department a criminal record check may be carried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
Internal Fraud Database Check
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.
Higher Security Clearance
All these posts require the successful candidate to hold basic security clearance. Candidates posted to London may be subject to a higher level of clearance because of the security requirements for that location. Job offers to these posts are made on the basis of merit. Security vetting will only take place after the receipt of a job offer.
For further information on National Security Vetting please visit the Demystifying Vetting website.
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : HRResourcingdelivery@defra.gov.uk
- Email : hrresourcingdelivery@defra.gov.uk
Recruitment team
- Email : defrarecruitment.grs@cabinetoffice.gov.uk
Further information
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: here
Attachments
| Head of Pay Reward and Benefits Opens in new window (pdf, 1505kB) |
Share this page
- Gmail