Global Reward Partner

About The Economist Group

Established in 1843, The Economist Group stands for independence, excellence, and openness. As a global media and information services company, we strive to understand and address the world’s most pressing challenges. Through our three core businesses—The Economist, Economist Enterprise, and Economist Education—we deliver trusted analysis to individuals and organizations across more than 170 countries. Our culture embraces innovation, ownership, high standards, and diversity of thought, fostering a collaborative environment committed to impactful work.

Role Overview

The Global Reward Partner supports the efficient delivery and ongoing enhancement of the Group's worldwide reward schemes, policies, and processes. Partnering closely with the Global Head of Reward, this role is pivotal in operationalizing core reward initiatives, ensuring data integrity, and offering expert advice to People Business Partners and leadership on compensation-related matters.

Key Responsibilities

• Lead and manage the annual execution of core reward cycles, including compensation reviews, short-term incentives such as bonuses and commissions, and long-term incentive programs.
• Coordinate reward activities across various divisions ensuring adherence to governance protocols, timelines, and approvals.
• Assist with the administration and rollout of executive and employee incentive initiatives.
• Maintain consistent and policy-compliant delivery of reward programs.
• Act as a trusted advisor to HR partners, providing guidance on compensation structures, job architecture alignment, benchmarking, and reward policy interpretation.
• Respond to and resolve reward-related questions from managers and HR colleagues, ensuring alignment between market competitiveness, internal equity, and organizational affordability.
• Develop and strengthen collaboration with HR, Finance, and business leaders to facilitate sound reward decisions.
• Maintain and refine job architecture using the WTW Global Grading Framework, evaluating roles for proper leveling and governance adherence.
• Conduct market benchmarking analyses to guide compensation and organizational design strategies.
• Collaborate with People teams to ensure accurate role alignment within job architecture and career frameworks.
• Prepare reward analytics and models to underpin strategic business decisions, including compensation scenarios, incentive funding analyses, and financial forecasting.
• Analyze market data to identify compensation trends, pay disparities, and competitive standings.
• Develop reports and presentations for senior stakeholders including executive committees and remuneration boards as needed.
• Ensure reward data accuracy by regularly auditing People systems and databases, supporting data governance efforts.
• Oversee participation in annual salary surveys including data validation, submission, and analysis while managing partnerships with external survey providers.
• Support the development and implementation of the global reward strategy in partnership with the Global Head of Reward, contributing to the design and enhancement of compensation frameworks and policies.
• Lead or assist in reward-related projects and monitor evolving market and legislative trends to inform future enhancements.

Required Qualifications and Skills

• Proven experience in a specialist Reward or Compensation capacity within a multinational or complex organizational context.
• Deep understanding of compensation structures, incentive plans, and reward program administration.
• Experience with WTW Global Grading Framework or equivalent job evaluation tools.
• Strong capability in conducting compensation benchmarking and salary analyses.
• Advanced analytical skills, including proficiency with Excel or Google Sheets for complex modeling.
• Experience managing People data and reward information systems.
• Robust stakeholder engagement and influencing proficiency.
• Exceptional attention to detail and the ability to handle multiple competing priorities.

Preferred Attributes

• Familiarity with executive compensation and long-term incentive schemes.
• Experience working with HR information systems; knowledge of HiBob is advantageous but not mandatory.
• Understanding of pay legislation and contemporary global reward practices.

Working Arrangements

Most team members follow a hybrid work model, requiring attendance at the office three or more days per week.

Candidate Guidance on AI Usage

The Economist Group encourages the responsible use of technology during the application process but emphasizes the necessity to provide truthful and accurate information reflecting one’s experience and skills.

Employee Benefits

• Competitive pension or 401(k) retirement plans.
• Private health insurance coverage.
• 24/7 access to counseling and wellbeing resources through an Employee Assistance Programme.
• Flexibility with the Work From Anywhere program permitting up to 25 days remote work annually from any legal location.
• Generous annual and parental leave allowances.
• Additional leave days for volunteering activities and moving home.
• Complimentary access to the full range of The Economist content, including subscriptions, applications, and podcasts.