Join us as a Reward Partner
- This is an opportunity for a driven individual to sponsor projects to drive changes to pay constructs or to meet regulatory requirements
- You’ll provide expert support and technical advice and frameworks for business areas that have a high volume of compensation constructs
- Joining a diverse and collaborative team, you can expect lots of variety in this fast-paced role
- We're offering this role at vice president level
In this key role, you’ll be advising on appropriate pay constructs, collations and analysis of market data, support for business cases, advice on exit packages, annual pay review and bonus process, remuneration design, policy guidance and reward benchmarking.
Throughout the course of your work, you’ll also develop pay constructs that strike the right balance of fixed and variable pay across the bank, alongside working with business heads to design the fixed pay construct, including pensions and benefits provision.
You’ll also be:
- Co-sponsoring the annual pay review process
- Providing HR ExCo and bank-wide leaders with expert diagnostic, insights and challenge regarding compensation
- Governing the compensation approval requests and severance approval requests processes
- Working with a range of colleagues to make sure employee relations for Reward items are well managed with social partners
- Managing delivery against financial plans and budgets, including forecasting, resource allocation and prioritisation
We’re looking for someone with experience gained in a banking, regulatory or commercial environment, coupled with knowledge and application of HR theories, models and best practices.
We’ll also expect:
- At least twelve years of experience in compensation and benefits
- Expert knowledge of compensation, regulatory reward and governance practices and their application
- Knowledge of regulations and how they apply to reward and benefit structures
- Understanding of attraction and retention and how that interplays with Reward and EVP
- Analytical skills, stakeholder management and the ability to derive actionable insights
- Knowledge of relevant legal policies, regulations and risk management
Hours
45Job Posting Closing Date:
06/08/2026Skills Required
- At least twelve years of experience in compensation and benefits
- Experience in a banking, regulatory, or commercial environment
- Expert knowledge of compensation, regulatory reward and governance practices
- Knowledge of regulations and their application to reward and benefit structures
- Understanding of attraction and retention and interplay with Reward and EVP
- Strong analytical skills, stakeholder management, and ability to derive actionable insights
- Knowledge of relevant legal policies, regulations and risk management
NatWest Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about NatWest Group and has not been reviewed or approved by NatWest Group.
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Flexible Benefits — A flexible ValueAccount structure with pension and benefit funding allows tailoring of health, protection, lifestyle, and savings options, with unused amounts typically paid as cash. This flexibility supports personalisation of coverage, particularly in Great Britain where the framework is most detailed.
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Retirement Support — Employer-funded pension contributions are provided on top of salary in Great Britain, alongside automatic retirement enrollment and share/save programs. This creates structured long‑term wealth support as part of total reward.
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Parental & Family Support — UK policies outline extended maternity, adoption and equal partner leave on full pay with a phased return, plus paid neonatal care leave. These provisions are positioned as market‑leading and complement broader flexibility resources.
NatWest Group Insights
What We Do
We’re a business that understands when our customers and people succeed, our communities succeed, and our economy thrives. As part of our purpose, we’re looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we’re prioritising enterprise as a force of change. We’re focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to our continued growth as a company in an ever changing and increasingly digital world. By setting a dynamic and leading learning culture, our people prosper, and our customers are given the tools to continue to improve their financial capability and confidence. One of the biggest challenges we all face in our future is climate change. That’s why we’ve put it right at the core of our purpose. We want to champion climate solutions with financing and entrepreneurial support, fully embed climate into our culture and decision making, and be climate positive by 2025. We’re committed to using our purpose to break down barriers, drive change and ultimately create a great place to work.
