Reward & Workforce Planning Partner

We’re looking for a new Reward & Workforce Planning Partner to join our Talent team. This is an exciting opportunity to redefine how we approach progression, development, and workforce planning as we scale. This is a high-impact role for someone who isn’t afraid to do things differently, are passionate about development, and bring bold ideas that shape how we make people decisions.

Despite significant advances in healthcare, millions of people in the UK still experience poor health as they age. Diseases such as cancer, dementia, diabetes, and heart disease continue to impact individuals, families, and communities. Our goal is to create a world-leading resource for health research, helping researchers better understand how and why diseases develop so they can be detected earlier, prevented, and treated more effectively.

Our Future Health will be the UK’s largest ever health research programme, bringing people together to develop new approaches to detecting, preventing, and treating disease. We are a charity, supported by the UK Government, in partnership with charities and industry, and we work closely with the NHS and public authorities across the UK.

What you’ll be doing:

In this role, you will partner closely with the Head of Talent, Finance, and senior stakeholders to ensure we make consistent, fair, and data-led decisions on pay, progression, and workforce planning. Your responsibilities will include but are not limited to:

Reward & Progression

• Support the implementation and evolution of reward frameworks, ensuring alignment with organisational principles and external positioning  

• Support the development and ongoing refinement of the Reward policy, including structures, benchmarking and job levelling  

• Lead the operational delivery of reward activities, including salary reviews and promotion cycles; end to end project management  including ownership of third-party relationships for our HRIS system set up 

• Provide guidance and support to People Partners and managers on reward, ensuring consistency and fairness  

• Contribute to the development and documentation of reward policies and processes  

• Review and evaluate the benefits offering in partnership with the People Experience team, providing insight and recommendations to People & Culture Leadership to ensure alignment with reward strategy, organisational needs, and market practice 

• Own the annual Gender Pay Gap reporting process ensuring Our Future Health comply with guidelines and timings 

Workforce Planning & Headcount

• Support workforce planning processes in partnership with Finance and senior stakeholders
• Build and maintain headcount and workforce planning models to support scenario planning
• Ensure accurate and aligned headcount reporting across systems
• Provide insight to inform hiring prioritisation and resource allocation

Data, Insight & Organisational Effectiveness

• Translate people data into clear, actionable insight for Talent, People Partners and leadership
• Develop and maintain reporting across reward and workforce planning
• Identify trends, risks, and opportunities, and proactively raise these
• Support organisational design, succession planning, progression pathways and role architecture