Reward and HR Management Information Analyst

This job has now expired
Westminster, London
£30,909 p.a. rising to £33,452 p.a. after probation

The Reward team work closely with the HR Operations and Recruitment teams.

We provide advice and guidance on matters of pay, compensation, benchmarking and job evaluation. We also carry out data analysis for specialist reports, such as gender pay, along with business as usual requests.

The reward team are the in-house specialists on enabling operational change in national reward systems and support thinking about long-term reward and benefits strategy, policy, system and analytics appropriate for the Church of England. We will support the modernisation of our pay frameworks and job evaluation systems. Additionally we are responsible for improving data available to those involved with reward matters and the effective reporting and analysis of our people data.

As Reward and HR Management Information Analyst, you will assist the Reward Manager with coordinating reward operations across the Church of England.

You will contribute to all business as usual reward responsibilities, as well as working with the Reward Manager to support the modernisation of the National Church Institutions' (NCI’s) pay frameworks and job evaluation systems including the development of analytical reporting, support of current systems and preparation of management information dashboards & analytics.

To be successful, you will need experience of working in a reward or data analysis environment and of modelling and analytical working in an HR environment. With effective report writing skills and creativity in presenting data, you will have the ability to pass on and explain information to others and build effective working relationships at all levels and across departments.

Interviews will be held w/c 2nd December 2019

To arrange an informal conversation about the role, please email

In return we offer a unique environment with opportunities for continuous learning, generous annual leave for work life balance, season ticket loans and a range of benefits including discounted entry to attractions and what we feel is a market leading package when it comes to our pension scheme.

The Role:

  • Conduct comprehensive benchmarking analysis for roles against market data, working with HR Business Partners to provide individual reports and recommendations back to stakeholders
  • Leading the job evaluation process, ensuring that it is carried out effectively, arranging review panels and advising managers on the process and outcomes
  • Act as point of expertise on data reporting within NCIs, ensuring that data cleansing exercises are carried out and team are aware of system developments
  • Carry out the annual submission of external data for benchmarking purposes and complete supplementary surveys to provide additional information
  • Preparation of HR analytics, dashboards and data reports to be considered by management and staff representatives, highlighting trends and providing analysis
  • Preparation for annual pay review and bonus scheme including calculation and verification of payments in liaison with the HR, payroll and finance teams
  • Produce reports and liaise with project team to ensure data migration to new HRIS system is completed successfully
  • Preparation for annual gender pay gap reporting and Living Wage increase implementation
  • Work with the Reward Manager to review the current benefits package, assisting with procurement processes and transfer to new providers
  • Assisting with the development of new reward and benefit processes and programmes to meet business needs and ensure competitiveness
  • Regularly review and monitor data quality and building reporting processes to identify any future errors
  • Identify opportunities for improvement of current systems, initiate ideas for change, identify opportunities for standardisation of approach where appropriate
  • Working as an integral member of the wider HR team on relevant pieces of work and other duties as required

The Requirements:



  • Excellent accuracy and attention to detail
  • Data modelling and analytical skills
  • Good practical understanding of computer systems and applications
  • Good oral and written communication skills and the ability to pass on and explain knowledge to others.
  • Effective report writing skills and creativity in presenting data
  • A quick learner, able to get to grips with new systems in a short space of time
  • Ability to understand complicated structures and how the component parts interact
  • Ability to question data and build a narrative to analyse trends
  • Ability to build relationships and manage competing stakeholders at all levels and across departments
  • Ability to plan, organise and work to tight deadlines


  • Experience of working in a reward or data analysis environment
  • Excellent knowledge of MS Office
  • Experience of using and constructing Excel spreadsheets, including a range of complex formulae and pivot tables



  • Business Objects and Resource Link experience
  • Experience in an HR environment
  • Experience of using a query-based reporting tool
  • Knowledge of Microsoft Power BI
  • An understanding of the NCIs structure and the wider Church of England structure

We in the National Church Institutions support the mission and ministries of the Church all over England. We work with parishes, dioceses (regional offices), schools, other ministries and our partners at a national and international level.

Excellence, Respect, Integrity

We follow these three values in everything we do, whether we are of Christian faith, another faith or no faith. To learn more about working for National Church Institutions and our benefits, please click here

As we are a member of the Armed Forces Covenant, we welcome all applications from those you have served in our Armed Forces and their families

We are committed to building a culturally diverse workforce. As part of this commitment, we welcome applications from people, regardless of their background. As a Disability Confident committed employer, it is important to note that there may be occasions where it is not practical or appropriate to interview all disabled applicants who meet the minimum criteria* due to high volume. We limit the amount of interviews conducted to five applicants per open post we advertise.

*Where applicable depending on post requirements.