Pay & Reward HR Business Partner
Government Commercial Agency
- Department
- Government Commercial Agency
- Location
- Liverpool
- Openings
- 1 post
- Grade
- SEO
- Salary
- £48,027 to £54,751
- Closing
- 14 days left
- Profession
- Administration
- Contract
- Permanent
- Security clearance
- CTC
- Working pattern
- Full-time
Job summary
The following locations listed below are restricted to contracted GCA staff already based in one of these offices:
London, Bristol, Manchester or York.
External applicants are not eligible for these sites. If you select one of these locations as an external applicant your application will unfortunately be withdrawn.
Insight into GCA - Webinar
Watch our Webinar on the above link and gain valuable insight into GCA and our recruitment processes.
Are you passionate about shaping a workplace culture that empowers people to do their best work? As a Pay & Reward HR Business Partner, you’ll be at the heart of the GCA’s mission, crafting the strategies that attract and retain the talent delivering value to the nation. This isn't just about policy—it’s about designing a reward landscape that motivates our workforce and helps solve the complex puzzle of modern talent retention. Ready to make a real impact on our People Strategy?
What they’re looking for
- Pay Award Modelling & Reward Strategy:
- Lead on designing pay award modelling scenarios, formulating options for consultation, and overseeing final implementation following central pay remit guidance.
- Assist the Head of HR Strategy, Reward and Policy in designing reward and benefit strategies that align with organizational goals, culture, and core values.
- Drive the GDaT pay framework by managing annual evaluation processes and aligning reward structures with industry best practice and compensation trends.
- High-Performance Culture:
- Manage the In-Year Reward Scheme, generating quarterly dashboards and auditing nominations to ensure fair, consistent, and inclusive application.
- Ensure the Performance Management framework actively supports the broader reward strategy.
- Financial Analysis & Policy Review:
- Conduct in-depth data analysis and financial modelling for policy proposals, executive briefings, and submissions to support evidence-led decision-making.
- Review and simplify pay frameworks and policies, assessing affordability, equality impacts, and alignment with central pay controls.
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- Stakeholder & Trade Union Collaboration:
- Build collaborative relationships across Corporate Services, Senior Leadership teams, central government entities, and Trade Unions.
- Provide key secretariat support for internal trade union meetings and input into trade union relations to enable positive policy and reward changes.
- Lead key HR reward projects and cross-functional initiatives end-to-end.
- Essential Criteria (to be assessed at application stage):
- Pay & Reward Expertise: Deep knowledge of pay, reward, and benefits frameworks and their role in driving an inclusive employment experience
- Analytical & Financial Capability: Robust analytical skills to interpret complex data sets, perform precise financial modelling, and generate actionable strategic insights.
- Policy & Legislative Knowledge: Up-to-date knowledge of HR best practice, central pay controls, and employment legislation, with proven experience developing HR policies.
- Project & Portfolio Leadership: Proven track record of managing projects end-to-end, prioritizing competing tasks under pressure, and delivering results to tight deadlines.
- Stakeholder Engagement & Communication: Strong verbal and written communication skills, with the ability to create a range of content for different stakeholder groups, demonstrating a clear and concise delivery style. Ability to produce clear, high quality written outputs, including briefings and policy documents for senior audiences.
Behaviours you’ll be assessed on
This advert says the panel will score you against these behaviours at SEO level. Each one links to worked examples.
Job description
Job Summary
Centred on our total reward and policy frameworks, this position plays a key role in designing, delivering, and continuously refining GCA's pay and reward strategy. You will deliver best-practice, fit-for-purpose solutions that help make GCA an outstanding workplace, including leading the pay award modelling for delegated grades.
To support complex, high-profile deliverables, you will collaborate closely with key stakeholders across Corporate Services, Senior Leadership teams, and Trade Unions.
Nationality requirements
Open to UK nationals only.
Selection process
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
Selection Process
A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact recruitment@gca.gov.uk.
Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family.
Please note the lead success profile for this role is communicating and influencing.
Feedback will only be provided if you attend an interview or assessment.
Practise before you apply
Civil Service panels score every answer against the Success Profiles behaviours at SEO level. Practise STAR answers and get them marked against the same framework.
3 free questions · No card needed
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