Main purpose of the role
As part of the HR Reward & Operations team you will work closely with the Head of Global Reward & People Operations and two HR Advisors. This role requires someone who can operate at a proactive strategic level but is also happy to operate in a hands-on capacity.
The role is responsible for developing and embedding remuneration policies to support the strategic priorities of the business and provision of data analytics to support CIFF’s people strategy. A subject matter expert on Reward, with a thorough understanding of pay policies and practices.
Role’s responsibilities
Compensation and Benefits
• Lead the global compensation and benefits review, providing insights and creative changes to ensure CIFF continues to attract and retain talent and that the Reward strategy is aligned to CIFF’s strategic goals.
• As part of the annual pay review cycle and business plan, input into the overall budget setting exercise, developing the cost analysis and recommendations to the Executive Director, People.
• Completion of the global annual salary benchmarking exercise, using the data obtained by salary survey completion and market insight and analysis to advise and guide on the reward framework for input to the annual pay review process and to ensure attraction and retention of employees is maintained.
• Lead on global benefit sourcing, set up, supplier management, determining industry standards and norms, ensuring global consistency and cost effectiveness, recommending changes to the Head of Global Reward & People Operations.
• Deliver a thorough understanding of the regulatory requirements and developments on remuneration matters, conducting research as appropriate and providing timely advice to the Head of Global Reward & People Operations and the HR Business Partners to support in compliance and decision making.
• Work alongside the HR Business Partners in educating senior leadership on reward and managing the global reward platform for all staff and ensuring all members of the HR team are confident in the delivery and action of reward messages and communication and understanding across the organisation is handled effectively.
• Input to the Remuneration Committee papers with compensation elements to support in decision making.
• Lead the Gender pay activities.
Payroll and Global employment
• Support as required in preparation and review of monthly payroll processes.
• Act as the Deputy for payroll approval in the absence of the Head of Global Reward & People Operations.
• Working closely with the Head of Global Reward & People Operations, lead the set-up of new payrolls, undertaking research and providing advice and guidance on approach, statutory payments, and other requirements as appropriate.
• Responsible for managing the contracts, terms and benefits for employees working remotely either for CIFF or via global outsourcing companies.
• Responsible for maintaining relevant databases to track remote working appropriately.
Reporting and research
• Prepare and present high-quality management information, analysis and research.
• Maintenance of data to support provision of regular reporting activities ensuring review and refinement, challenging as appropriate.
• Provide reward advice to CIFF’s partners specifically related to ad hoc queries that may arise.
People Operations
• Work closely with the HR Advisors in the People Operations team and provide support to the operational activities as appropriate, ensuring the smooth running of the team and work.
Membership and leadership of the team
• Be a role model to less experienced team members, demonstrating CIFF’s leadership behaviours and providing mentorship to aid their growth.
• Adopt a coaching approach with colleagues which instills a culture of openness and trust, embraces diverse thinking, and encourages continuous improvement and learning.
• We operate a matrix structure so reporting lines can vary between specific aspects of the role.
Requirements of the role holder
Skills & Experience
• Strong global reward experience ideally in both the private and NFP sectors
• Exceptional data and analytical skills with the ability to tailor messages to different audiences.
• IT proficiency (Microsoft Word and PowerPoint with advanced skills in Excel,) with the ability to use formulas and manipulate data.
• Ability to quickly develop credibility; an active builder of strong trust-based relationships at all levels.
• CIPD Level 5 is desirable.
• Experience of HR administration and payroll processes and systems.
• Experience of leading complex reward related projects and implementing to deadlines. Global experience is essential.
• An innovative thinker with a pragmatic and solution-oriented mindset
• Strong interpersonal skills – engages with others to get the best out of them and works well as part of a team
• Skilled in relationship building and strengthening; able to influence others and work collaboratively, uniting groups with a shared purpose.
• English is CIFF’s business language – we expect all our people to display outstanding verbal and written communication skills across all aspects of their role
• Capacity to work in a range of cultural and socio-economic contexts, adapting style and approach appropriately and in a culturally sensitive manner to maximise effectiveness
• A proven self-starter, who works with pace and resilience
The Children’s Investment Fund Foundation (CIFF) is an independent philanthropic organisation, employing around 200 people across offices in Addis Ababa, Beijing, London, Nairobi, and New Delhi. CIFF works with a wide range of partners seeking to transform and empower the lives of poor and vulnerable children and adolescents in developing countries, with the ultimate goal of solving seemingly intractable challenges to ensure all children and adolescents have the chance to survive and thrive.
CIFF aims to play a catalytic role as a funder and influencer to deliver urgent and systemic change at scale. Areas of work include empowering adolescents and young people to control their sexual and reproductive health to avoid unintended pregnancy, unsafe abortion and HIV/AIDS; improving children and mothers’ health and nutrition; preventing low birthweight babies; eliminating deaths from severe acute malnutrition, nested within a more integrated approach to childhood development; and deworming efforts to break transmission for good. CIFF’s child protection work focuses on ending child labour and sexual exploitation by enabling an environment that reduces vulnerability of communities and increases protection of children. The organisation’s climate portfolio is driven by a vision of a climate-safe future for today’s children and future generations that also bear the benefits of cleaner air, energy security and sustainable jobs. Across these areas of work, we seek to be the gold standard in grant making and foundation operations, and place significant emphasis on quality data and evidence.
We are privileged, as a financially independent philanthropy, to be able to work in challenging areas that others can’t and we often elect to work on what can be controversial issues that others won’t. For example, CIFF is pro-choice with respect to women’s reproductive rights along with the prioritisation of access to reproductive information and to contraceptive choices. It is imperative to the CIFF family, therefore, that prospective candidates are aware of the issues we work on and embrace all our programmatic work with fully open minds to the huge number of ways in which we seek to empower young lives.
Building and harnessing diversity of perspective and experience within CIFF is critical to us achieving our bold goals. We strive to deliver a work environment which is diverse, equitable and inclusive, respecting and embracing individual differences and needs, and enabling all members of the CIFF family to be at their best.
We consistently work to enhance our policies and practices, ensuring that they actively support this intent. And we offer a flexible, hybrid model of working which seeks to accommodate the individual needs of our people and enhance employee wellbeing.
For more information please visit www.ciff.org – we recommend you review our website to gain an oversight of all our programmes. If you would like to join CIFF, please apply via the Careers section of our website. If you need to speak with us for any reason, please don’t hesitate contact our Recruitment team by email, at recruitment@ciff.org.
