Reward Manager (Hiring Immediately)

At AVK, we are on an exciting journey of growth. Three years ago, our revenue was £66m, and we were a team of 140. Last year, our revenue grew fivefold to £325m, and we now have a headcount of over 375 people alongside vacancies across our teams to meet our growing and evolving projects.

As we scale across new geographies, we’re also shaping a future where growth is sustainable, inclusive and responsible. From cleaner power systems to educational outreach, we’re committed to leaving a positive environmental and social footprint.

Role Summary

To support this next phase of growth, we are creating a new Reward Manager role to build a robust and sustainable compensation and benefits infrastructure, allowing for us to retain and attract the talent which are critical to our success. A particular focus for this role will be job evaluation, market benchmarking, a benefits review and establishing a competitive total reward approach in all the markets where we operate.

What you’ll do

Reward infrastructure, processes and market benchmarking:

• Establish a consistent and relevant job architecture, ensuring alignment across multiple job families including Engineering, Sales, Project Delivery, Operations and Corporate Functions.

• Lead the design and implementation of compensation and benefits frameworks, including salary structures, pay bands and grading methodologies aligned to market conditions, geography and industry sector.

• Develop and maintain a job evaluation methodology that supports organisational growth, workforce planning and internal equity.

• Build and manage partnerships with external reward providers and benchmarking partners to ensure access to accurate and sustainable market intelligence.

• Conduct regular market benchmarking reviews and provide recommendations to ensure our reward offering remains competitive and commercially appropriate.

• Use reward data and analytics to inform decision-making, identify emerging trends and support workforce planning initiatives.

Operational Reward Excellence:

• Own and continuously improve core reward processes including annual pay reviews, bonus cycles, salary benchmarking and promotions.

• Ensure reward practices are fair, compliant and aligned with relevant legislation, governance requirements and company policies across all operating markets.

• Develop clear reward policies, frameworks and guidance to support managers in making consistent and equitable pay decisions.

• Partner closely with People Partners, Talent Acquisition and Finance teams to deliver a seamless and data-driven approach to reward management.

• Lead the review, redesign and ongoing management of employee benefits programmes, ensuring they meet employee needs whilst delivering value for the business.

• Monitor reward effectiveness through metrics, reporting and employee insights, identifying opportunities to enhance engagement, retention and overall employee experience.

• Maintain reward data integrity within HR systems and establish robust governance around compensation processes.

• Support the preparation of reward-related reporting for senior leaders, providing insights and recommendations that inform strategic decision-making.

Strategic Reward Partnering:

• Act as the organisation's subject matter expert for compensation, benefits and reward strategy.

• Partner with senior leaders to develop reward solutions that support business objectives, organisational growth and talent priorities.

• Contribute to the development of a compelling Employee Value Proposition through the design of a competitive and differentiated total reward offering.

• Drive continuous improvement by identifying opportunities to modernise reward practices, increase efficiency and enhance the employee experience.

Requirements

What you’ll bring

• Experience partnering in data centre, construction or engineering settings, bringing sector awareness and a strategic approach to enabling growth.

• Significant HR partnering experience in fast-paced, scaling, or international environments.

• Strong understanding of UK employment law with working knowledge of EU jurisdictions.

• Comfortable with ambiguity and change, able to prioritise and adapt quickly.

• Collaborative, pragmatic, and resilient, building trust and relationships through transparency and credibility.

• CIPD Level 7 or equivalent industry experience

• A commercial mindset; connecting People ini]]>