Reward Data and Systems Analyst | London, UK

Canada Life Limited; London; On-site; GBP 40,000 - 70,000; Part time

Job description

Location: London

Canada Life UK looks after the retirement, investment and protection needs of individuals, families and companies. We help to build better futures for our customers, our intermediaries and our employees by operating as a modern, agile and welcoming organisation.

Part of our parent company Great-West Lifeco, Canada Life UK has operated in the United Kingdom since 1903. We have hundreds of respected and supported employees committed to doing the right thing for our customers and colleagues.

Canada Life UK is transforming to create a more customer-focused business by providing our customers with expertise on financial and tax planning, offering home finance and annuities propositions, and providing collective fund solutions to third party customers.

Job Summary:

Working in the UK Reward team you will be collaborating with key stakeholders to model, analyse and provide insight on compensation data for the reward team and for the business. The role will also involve compensation system development and process improvement across reward processes and practices. This will include accurate production, analysis and submission of data to providers and modelling of pay gap data and ensuring we adhere to our reporting requirements and support our diversity, equity and inclusion agenda. The role will play a key role in supporting system enhancements and annual configuration changes for our annual review system on SuccessFactors.

You will be responsible for ensuring system data integrity and taking necessary steps to maintain data to support wider reporting across the business, managing effective People reporting. This role will be integral to process improvement and automation and will be done via collaboration across the UK and European reward teams and wider People Strategy function.

Responsibilities:

1. Responsible for data analysis and modelling of compensation and PS data, using medium to large data sets. Reporting and data analysed will provide insight for the reward and compensation team and across PS. This will include analysing executive level compensation data as well as using market data from survey providers to model total compensation packages and provide data and insight to the Head of Reward and Compensation Manager on the competitiveness of our reward proposition. Models built and data analysed should be auditable and user-friendly and the role holder will be able to use their data analytics skills to support other team members and improve and automate existing data analysis and reporting. Data modelling and analysis will be used in pay gap reporting and equal pay audits, as well as providing insights to the People Strategy Reward team.
2. Lead on maintenance and continuous improvement of the Compensation and Variable pay module as part of the year-end salary and bonus review, including involvement in lessons-learned and process improvement activity that will ensure system integrity and ease of use for end-users. Ensure CVP is tested and fully set up for end-to-end cycle in Q1 each year. Completion of all analytical requirements for the annual review cycle which is managed on Success Factors and carry out UAT, regression and any SAP testing related to CVP updates and releases. Assist with the data cleansing exercises in preparation for the year-end cycle. This activity will include ensuring that planning for system changes and enhancements is clear, documented and with well-understood lead times that the Reward and wider PS Systems and operations teams are informed of and involved with. Maintain the stakeholder relationship with Rizing. Work with them to find ways to make the annual review process simpler and also maximise automation where possible. Reduce dependency on Rizing by developing, documenting and maintaining all current and new CVP related workflows. Raising of JIRAs and tickets on SuccessFactors related to system updates, queries and improvements. Responsible for logging, tracking and providing updates on these processes.
3. Extracting data from compensation and share plan systems to resolve queries and use in data modelling and salary survey submissions. Supporting and analysing data associated with remuneration disclosures and responsible for responding to data and information requests from external bodies and internal teams. This could be information related to employee share schemes, annual data submission to market data providers and for Pay Gap reporting.
4. Supporting governance processes related to DPIAs and reward process documentation and roadmaps to ensure we have documented, clear and robust processes.
5. To assist the wider PS systems Team in the improvement and automation of processes within the People Systems IS software by participating in sustainment releases. Managing tickets from creation to implementation. Regular review of open system tickets to ensure sustainment deadlines are met. Keep all CVP relating documentation up to date, i.e. user guides.
6. Provide day to day support to colleagues in the Reward and wider PS team as required, including monitoring of the collective reward inbox to triage and address reward queries in a timely and efficient manager. Assist with various administrative tasks, as well as any ad-hoc Reward projects as required across the broader business.

Experience Required:

• Experience working in a HR systems or HR reward role as a subject matter expert within a centre of excellence HR model is essential.
• Very strong analytical, data modelling and numerical skills.
• Advanced user of Microsoft Office, especially Excel. Experience using vlookups, xlookups, Pivot tables, Index Matching, IF/SUM formulae with multiple data sets.
• Ability to manage and interpret large sets of data and ideally demonstrable understanding of Power BI.
• Previous experience using SAP Success Factors (specifically CVP) with a strong understanding of the system and process improvements.
• Experience with JIRA and Confluence or other HRIS ticketing systems.
• Detailed approach to managing data. Understanding that you will be handling sensitive information about the company and its partners and employees, therefore exercising discretion and confidentiality at all times.
• Able to provide a positive partnering approach with colleagues and stakeholders.
• Ability to work within a virtual team with colleagues and stakeholders spread across multiple locations.
• Strong delivery and customer focus.
• Proactive and self-reliant.
• Demonstrates sound judgment in knowing when to escalate issues or seek support from colleagues.
• Communicates clearly and effectively across all levels of management.
• Strong knowledge of the financial services regulatory environment.
• Delivery focussed approach on delivering the best possible results showing attention to detail and resourcefulness.
• Demonstrates a high level of personal organisation. Able to manage multiple tasks effectively at any one time.
• Works in an organised and systematic manner to ensure quality outputs are delivered and timelines are met.

Qualifications

Ideally the job holder will be working towards the SAP SF accreditation, but this is not mandatory.

Benefits of working at Canada Life

We believe in recognising and rewarding our people, so we offer a competitive salary and benefits package that's regularly reviewed. As a Canada Life UK colleague, you'll receive a competitive salary and comprehensive reward package including a generous pension and bonus scheme, along with income protection, private medical insurance and life assurance. We have a fantastic number of other benefits and support services as well as regular personal and professional development.

How we work at Canada Life

Our culture is unique and incredibly important to us. We care about doing the right thing for our people, customers and community and helping others to build better futures. Our blueprint behaviours shape and influence how we work, and are central to the relationships we have with others. Every day we are encouraged to be more curious, own the outcome, face into things together and find a way forward.

We want colleagues to have rewarding careers with us so we invest in the development of our people, technology and workplaces. That's why we offer a range of training, flexible working and opportunities to grow and develop.

Diversity and inclusion

Building an inclusive workplace with a diverse workforce where everyone can feel they belong and achieve their potential regardless of gender, ethnicity or any other characteristic is a key commitment for us. We are proud of the progress we're making in DEI, and we continue for it to be a significant focus.

"At Canada Life we believe in the power of great people from different backgrounds, experiences and perspectives coming together to build better futures. Emerging talent is crucial to our growth and creating an environment that continues to inspire us all." Nick Harding, Chief People Officer, Canada Life UK

We appreciate that everyone has different work and life responsibilities. We're happy to discuss flexible working arrangements, including part time, for any of our roles should this be a requirement for you.