Join us as Variable Compensation Manager
- This is an opportunity for a driven individual to support us to achieve our strategic objectives
- We’ll look to you to provide subject matter expertise on variable pay policy, design, and delivery
- You’ll be driving the reward strategy and approach for the bank and delivering associated products and change projects
- You'll contribute to the delivery of our reward agenda, and act as a champion for our products
- Joining a diverse and collaborative team, you can expect lots of variety in this fast-paced role
- This is a remote-first role with an expectation for you to go into the Edinburgh, London or Manchester office a minimum of 2 days per month to connect with your team
As a Variable Compensation Manager in Reward, you’ll be providing expert support and technical advice on variable remuneration. We’ll look to you to take the lead on delivering variable compensation products, simplification, identifying reward related policy gaps and any policy modifications required.
You’ll also cultivate a thorough understanding of the various reward related business requirements by building your knowledge of the business and our operating model. Alongside which, you’ll maintain market intelligence through internal and external networks, building your knowledge of market trends to recommend improvements in our reward products and processes.
You’ll also be:
- Accountable for the delivery and stakeholder management for all aspects of variable compensation, building and providing technical expertise around reward processes and collaborating to deliver variable compensation effectively and efficiently
- Leading, developing and coaching any resources assigned to deliver projects
- Delivering reward projects and leading bank-wide projects
- Drafting Committee papers to provide the executive committee and function heads with expert diagnostics, insights and challenges regarding variable compensation
We’re looking for someone with expert knowledge of variable compensation, regulatory reward and governance practices and application, including those which relate to variable pay compensation. You’ll also have experience of coaching and excellent communication skills.
Additionally, you’ll need:
- Experience of the banking industry, regulatory and commercial environment
- Good knowledge of variable pay delivery including an understanding of effective employee communications, tax implications and financial reporting
- A basic statistical knowledge and a strong eye for detail
- Knowledge of tax rules pertinent to reward structuring
- An advanced knowledge of Microsoft Office including Excel, Word and PowerPoint
- The ability to quickly assimilate information and rapidly become self sufficient
- Programme management skills
Hours
35Job Posting Closing Date:
Job Posting Closing Date is not yet published.Ways of Working:HybridSkills Required
- Expert knowledge of variable compensation and regulatory reward governance
- Experience in coaching and strong communication skills
- Experience of the banking industry, regulatory and commercial environment
- Good knowledge of variable pay delivery including employee communications, tax implications and financial reporting
- Basic statistical knowledge and strong attention to detail
- Knowledge of tax rules pertinent to reward structuring
- Advanced knowledge of Microsoft Office (Excel, Word, PowerPoint)
- Ability to quickly assimilate information and work independently
- Programme/project management skills
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.
