Job Description :
Diageo’s ambition is to be the best performing, most trusted and respected consumer products company in the world. Our reward strategy and practices are a critical enabler of our ambition in driving the delivery of our performance goals and global talent strategy.
Our reward philosophy cultivates innovative, flexible and holistic total reward practices that take account of changing business priorities, external trends and workforce needs, that create value and pride and enable our people to lead their most fulfilling lives.
Diageo’s reward programmes set us apart from our competition to attract and retain the best talent from across the globe.
Reward at Diageo is clear, simple and engaging our people fully understand and value their reward and there is transparency and fairness in how it is delivered to them.
Diageo’s business performance is positively impacted by our reward programmes there is a clear link between business outcomes, individual performance and reward.
Our behaviours and values are reinforced by reward interventions people see the link between what they do, how they do it and the reward that they receive.
Reward governance is robust and rigorous in line with being the most trusted and respected business.
Purpose of Role :
Provides analytical and advisory support on executive reward matters, with a particular focus on the management of discretionary share plans.
Key Accountabilities :
Support the Executive Reward Director in the design of long-term incentive plans to achieve the desired reward and retention outcomes for the business.
Lead the design and delivery of communications in relation to long-term incentive plans, providing a brilliant employee experience in both education and engagement on how the plans work.
Lead the delivery of the interim and annual reward cycle in relation to the operation of the global long-term incentive plans, in close collaboration with the shares team and with local reward managers, to deliver awards in accordance with the rules of the plan and to ensure that accurate records are maintained.
Manage the due diligence process to ensure appropriate management of legal, securities and compliance risk in relation to the grant of long-term incentive awards across the company globally.
Partner with the Company Secretarial team to ensure the governance process for decisions relating to share plans (through the Routine Business Committee) is managed effectively.
Source and analyse external market data in relation to the design and delivery of long-term incentive plans to ensure the total reward offering is competitive.
Develop recommendations for any cash / equity buy-out awards for forfeited compensation to support with the attraction of new hires at senior levels across the organisation.
Support the Global Performance & Reward Director with the setting and assessment of Executive-level individual business objectives under the Executive Committee Annual Incentive Plan, liaising with finance teams and members of the Executive Committee.
Support the Executive Reward Director with ad-hoc projects throughout the year, which will include research and analysis together with the development of recommendations.
Pro-actively monitor the external landscape, both in terms of keeping up-to-date on relevant legislation relating to reward issues (e.
g. tax, share plans, pensions) as well as emerging trends, hot topics and leading-edge reward practices.
Qualifications and Experience Required
A personal passion for reward and the impact it can have on business performance and individual engagement.
Strong analytical and numerical skills a first-rate attention to detail whilst also considering the bigger possibility and application of data.
Financially astute able to understand business performance measures and financial instruments e.g. share options.
Strong planning and organisational skills, with the ability to manage high volumes of work and conflicting priorities.
Strong IT skills specifically advanced Excel, PowerPoint and HR systems knowledge (preferably Workday).
Self-reliant and pro-active, able to operate with minimal supervision.
Comfortable dealing with ambiguity, leading through complex issues and creative problem solving.
Articulate and persuasive with strong written and oral communication skills, with experience of successfully managing a broad range of stakeholders.
Prior experience of pay benchmarking, managing the design / delivery of short and long-term incentives and would be helpful.
Do you hold yourself to the highest standards? Then we should talk!
Worker Type : Regular