Average Pay Executive salary in the UK

This is an exciting opportunity for a Head of Pay & Reward to lead the development and execution of The Medicines and Healthcare Products Regulatory Agency (MHRA) reward strategy. The successful candidate will have a strong background in compensation and benefits within the Public Sector, ideally within the Human Resources department. Client Details The Medicines and Healthcare Products Regulatory Agency enhance and improve the health of millions of people every day through the effective regulation of medicines and medical devices, underpinned by science and research. The agency is made up of c.1350 staff working across two main sites and peripatetically across the UK and abroad. The agency consists of Corporate, Partnerships, Enablement, Science, Research & Innovation, Healthcare Quality & Access, Safety & Surveillance and Digital & Technology Groups. Description The Head of Pay & Reward is responsible for ensuring that our pay and reward strategy, policies and practices focus on meeting the needs of the business and of staff, whilst also complying with statutory, Cabinet Office and Treasury requirements and in supporting the People Strategy pillar of attracting and retaining the best people. The role will line manage three Co-Ordinators whose duties include processing the Agency payroll with an external payroll partner, provide the first line of advice on terms and conditions, people related policies and employee changes. The Head of Pay & Reward responsibilities will include: Managing the annual pay award process, including pay modelling options, and taking the lead and proactively engaging with Trade Unions. This will include: gathering information and carrying out analysis to enable effective decision makingleading the development of the Agency's annual pay remit for Delegated grades; using this opportunity to identify and propose innovative solutions to some of our pay challengesleading the development of the Agency's annual pay remit for the SCS, using any flexibilities available to propose innovative solutions to pay challengespresenting to Executive Team/People and Culture Committee as appropriate to obtain relevant approvaleffectively communicating pay outcomes to staff (intranet updates, pay clinics, team meetings, etc) Reviewing the Agency's Pay and Pay related policies as necessary.Managing the contract with our outsourced payroll and employee benefits providers, ensuring key performance indicators are delivered and performance is optimised. Profile The successful Head of Pay & Reward will have previous exposure in policy interpretation, application and development, with a good understanding of the current climate in respect of pay. You will be analytical who is great at solving problems and comfortable collaborating with others to develop options and proposals, presenting these at senior management meetings. A high level of data analysis skills to decipher raw data and present analysis and trends is essential. If you would like to find out more about this fantastic opportunity, please read the Job Description and Person Specification - Please Click Here APPLICATION PROCESS We use the Civil Service Success Profiles to assess our candidates, find out more here. As part of the application process, you will be required to provide: A personal statement of no more than 1000 words attached to your CV that explains how your skills and experience meet each of the 'experience' and 'technical' criteria as listed in the job pack. Closing date: 24th September at 11:55pm Shortlisting date: 7th October Interview date: 16th October All dates are indicative and subject to change. Feedback will only be provided if you attend an interview or assessment. Candidates will be subject to UK immigration requirements as well as Civil Service nationality rules. Further information on whether you are able to apply is available here. Successful candidates must pass a disclosure and barring security check as well as animal rights and pro-life activism checks. People working with government assets must complete basic personnel security standard checks. Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government. Successful candidates may be subject to annual Occupational Health reviews dependent on role requirements. If you have any queries, please contact Job Offer A starting salary of £56,353 plus an excellent benefits package, including the opportunity to join the Civil Service Pension Scheme. This is a full-time opportunity, on a permanent basis. The role will be based in 10 South Colonnade, Canary Wharf, London, E14 4PU. Please be aware that this role can only be worked in the UK and not overseas. Government departments and agencies are working towards implementing a minimum 60% attendance in office sites. We are currently implementing a flexible, hybrid way of working, with a minimum of 8 days per month working on site to enable the collaboration and contact with partners and stakeholders needed to deliver MHRA business. Attendance on site is driven by business needs so depending on the nature of the role, this can flex up to 12 days a month, with the remainder of time worked either remotely or in the office. Some roles will need to be on site more regularly.

Pay Per Click Location: Oldbury, BirminghamSalary: Up to £32,000Job Type: Full-time We are seeking a Digital Account Manager with a proven track record of developing and implementing successful marketing campaigns across both paid and organic channels. The ideal candidate will have hands-on experience with Google and Meta platforms, and a solid understanding of ecommerce and conversion attribution. Day-to-day of the role: Create, place, and schedule all Paid Marketing/Advertising across various digital platforms including Google Ads, Meta, Pinterest, YouTube, etc.Maintain the company image, promotional objectives, and adhere to terms and conditions when building ads and ad copies.Develop and build campaign strategy, including keyword research and competitor analysis.Plan, develop, implement, and optimise all paid marketing campaigns and channels, tracking success and reporting back on findings.Continuously improve paid advertisements by increasing CTR, conversion rates, and ROAS.Provide recommendations and execute strategies for keyword opportunities, campaign structuring, targeting, and all areas of paid search in line with corporate objectives.Optimise landing pages and implement necessary changes.Maintain and monitor keyword bids, daily and monthly budget caps, impression share, and test and optimise digital search campaigns as well as paid social media campaigns.Stay updated with the latest industry news and best practices.Engage in elements of SEO, utilising a good understanding and experience in this area. Required Skills & Qualifications: Approximately 2 years of commercial experience in a similar PPC role.Strong understanding of Google and Meta platforms.Proficiency in reporting platforms such as Analytics and Data Studio.Excellent knowledge of advertising platforms.Ability to maintain brand consistency and create engaging, professional marketing advertisements. Benefits: Competitive salary package.Opportunities for professional growth in a dynamic digital marketing environment.Exposure to a variety of digital marketing tools and platforms. To apply for the PPC Executive position, please submit your CV and cover letter detailing your relevant experience and why you are interested in this role.

THIS ROLE COUL BECOME PERMENANT FOR THE RIGHT CANDIDATE Our client is a large local government organisation and looking for an experienced Pay and Reward professional to join their team. This is initially a 3 month contract which may be extended for the right candidate You will To lead or be involved in the development of innovative pay, benefits and reward projects. To lead and develop pay benchmarking solutions, ensuring the business remains competitive within the pay market at median to upper quartile, to enable the recruitment and retention of talented colleagues. To support the modernisation of council wide pay structures. To build, develop, and lead a job evaluation panel drawn from shared resource across the business to ensure demand and outcomes are met. To ensure appropriate methodology is used to size job roles for different staff groups. To design and embed total reward approaches, including a range of pay and benefits for all roles across the business, including Executive. Research and make recommendations on current and upcoming pay and reward trends. To be responsible for the development of reward policies, procedures and practices that are fit for purpose, underpinned by effective governance and controls. Collaborate with colleagues across the HR and Cultural Change Service to ensure a holistic and joined-up approach to employee reward and benefits, including engagement, recognition, health and wellbeing, inclusivity and personal development. Collaborate with the Communications team and other key stakeholders to ensure an inclusive and engaging approach to promoting and raising awareness of the total reward package to all colleagues. To oversee digital systems development, testing and implementation, relating to pay and reward, with internal colleagues and suppliers. Promotion of excellent employee relations, through negotiations and consultation with trade unions in the development of pay and reward policy and strategic initiatives. Ensure that all pay and reward strategy and implementation is based on a thorough understanding of organisational need, balancing risk and other factors to provide the most effective solutions. Keep abreast of case-law, legislation, national developments, and best practice in respect of pay and reward and report on any potential implications for HR strategies, policy and procedures. Provide advice to senior leaders and elected members on all aspects of pay and reward, including pay decisions, policy (local and / or national) interpretation, and job evaluation. Collaborate with the HR Manager Business Systems to ensure high levels of performance of the external payroll services supplier regarding the implementation of remuneration, including pay awards, changes to pay scales and pensions. Work with colleagues across the HR and Cultural Change Service and other stakeholders to share organisational intelligence and best practice on HR initiatives. Undertake responsibilities as corporate employer for the Oxfordshire Local Government Pension Scheme and NHS Pension Scheme. Ensuring necessary actions and communications regarding the LGPS are managed Management of ill health or early retirement cases (for current and deferred and members) Responsible for reporting and publishing statutory pay reports i.e. Gender Pay Gap, pay and ethnicity reporting, and the Council’s Pay Policy statement. Provide expert insight and advice to the wider HR and OD team in support of organisational and workforce changes, with an understanding of the wider external environment. To work with key stakeholders to monitor, audit, and report on the Council’s approach to pay ensuring it is protected against equal pay risks. To develop KPI’s and performance reports for pay and reward, including job sizing, gender pay gap, ethnicity pay gap reporting, take-up of benefits and third-party suppliers. Proactively seek and procure new pay and reward opportunities with internal and external suppliers, and act as client relationship manager. Deputise for the strategic lead for pay and reward as required. PLEASE NOTE THIS ROLE IS INSIDE SCOPE OF IR35