Compensation Specialist

Compensation Specialist

About the Flutter Group Compensation team

The Flutter Group Compensation team is a key part of the Group Reward team, with specific accountability for advising on, developing and managing Flutter’s job architecture such as our job grading frameworks and compensation benchmarking. The team also has responsibility for job architecture related merger and acquisition activities and the implementation of Pay Transparency at Flutter!                                              

Purpose of the Role

The Compensation Specialist is responsible for creating and maintaining pay ranges and providing advice to internal stakeholders around job profile matching and pay range alignment. The role co-ordinates the benchmarking and market data submission schedule and process and co-creates levelling and benchmarking policy and process documentation and other materials to educate key internal stakeholders around our approach. The also role supports the Senior Compensation Manager and Group Compensation Lead on ad hoc projects and activities related to Pay Transparency, Job Levelling and Job Architecture.

Key duties and accountabilities:

• Create and maintain pay ranges and provide market data analysis to internal stakeholders
• Keep up to date with market trends and current practice for specific functions and regions, using the information to review and maintain pay ranges and provide relevant analysis
• Work with divisional reward teams to understand pay pressures and challenges, providing advice and making suggestions for changes to policies and approaches where relevant   
• Use data visualisation tools to develop and feedback insights from pay and range analyses
• Develop policy and process documentation, communications, FAQs and training materials for business wide education around Flutter’s benchmarking and pay range management approach
• Lead in the creation and maintenance of a benchmarking data submission schedule and templates for submission of pay survey data, collaborating with the wider team to ensure data is submitted accurately in line with the schedule.  This includes recommendations for changes to survey matches for roles where relevant
• Support the Senior Compensation Manager in developing and maintaining job architecture process and data governance, by providing analysis and working with the wider team and other internal stakeholders to ensure data accuracy
• Provide job levelling advice for specific roles as agreed within the team. Prepare organisation charts and other materials as needed to support levelling review meetings
• Respond to HR and management requests for policy, process, and pay range information, educating as needed and escalating within the team as appropriate in case of query
• Support ad-hoc and project work as necessary.  For example, this may include changes to, and the operationalisation of, pay management policy process in line with Pay Transparency requirements and onboarding new locations/brands to Flutter job architecture
• Prepare and deliver, and guide and support other team members in the delivery of, ad hoc data analysis and reports
   

People management and stakeholders

• The Role reports to the Group Compensation Lead and operates with direct oversight from this role and the Senior Compensation Manager and partners with other Group Comp team members.
• The role holder will be a subject matter specialist with the ability to deliver a significant individual contribution. The role may mentor and supervise work delivery of others at the specialist/analyst level in our team or the wider Reward team.
• Other key stakeholders include Group Comp and Reward Leadership, Group & Divisional Reward Teams, HR Operations and HR Tech, Divisional People teams.
   

Experience, knowledge, skills:

• Experience within a Reward, HR or people services or consultancy-based team covering:
  • pay benchmarking
  • providing policy and process advice to internal stakeholders
  • providing input into new policy and process development or improvements and supporting related planning and delivery
  • preparing data and documentation to explain policy, process, and insights to a variety of internal stakeholders e.g., through presentations, workflow documentation, charts, infographics
  • supervising others to collate and process data in line with team requirements.
  • auditing data against policy and process requirements
     
• Knowledge of relevant job evaluation and compensation benchmarking process and providers (e.g., WTW, Mercer) including understanding of survey job matching and data requirements.
   
• Knowledge of HR systems (e.g Workday) job catalogue, job