Global Benefits and Reward Manager, Ascential
1-2 days a week in office
Events. Intelligence. Advisory. Done differently.
Job no longer available
Events. Intelligence. Advisory. Done differently.
501-1000 employees
Job no longer available
1-2 days a week in office
501-1000 employees
Company mission
To create unmissable events that bring entire industries together in inspiring settings – from the south of France to Las Vegas and Bangkok – to have the conversations that count.
Role
Who you are
- You will have experience with multi-country benefits programmes including pension/retirement plan knowledge
- Able to apply creativity with a balance of pragmatism and commerciality to ensure that we get the right reward programmes for our people whilst also meeting regulatory requirements
- Financially literate with strong modelling skills
- Resilient and used to working in an ambiguous and regularly changing environment
- Great communicator with a real collegiate and collaborative approach to support the business working with the HR Operations Team, HR Leadership, Finance and Procurement
- Ability to manage external partners well to deliver what is right for our business culturally
- Used to managing multiple projects, vendors and stakeholders at the same time
- Ability to see the big picture and also roll your sleeves up and dive into the detail and drive process development to support the future growth of the business
What the job involves
- You will take the lead on our global benefits programmes (in all countries except the US) working with leadership teams and colleagues in the people team to ensure that our benefits proposition attracts and retains great talent and delivers value for money. You will be able to measure engagement and evolve our proposition so that it is future proofed
- Manage third parties including benefits brokers, benefits and pension providers across EMEA, APAC and the Americas (excluding the US)
- Plan and manage for all benefit renewals working closely with brokers and providers to ensure benefits align to our wider objectives and keep all stakeholders informed
- Provide cost benefit analysis of all plans to ensure they are delivering value for money
- Communicate benefit and pension plans to a variety of different audiences including providing supporting material for the talent acquisition team to use for pre-joiners, on-boarding and through the employee life-cycle
- Develop processes for employees to access information relating to their benefits in real-time through self-service
- Lead benefit reviews and make recommendations on the appropriate benefits structure for new markets
- Work with third party providers, payroll and HR ops teams to ensure that benefits information is captured accurately and ensure that integrations and data is accurate between systems
- Working with the other members of the reward team, you will take the lead on all compensation arrangements for those working in the UK
- Work in partnership with the wider HR team to ensure they have access to up-to-date information to make reward decisions
- As part of the global reward team support the annual salary review and bonus process
- Working with the CSR team, provide data and analytical support to support our diversity goals including providing data for diversity reporting including the UK Gender Pay Gap Report
- Support with collating information for the Directors Remuneration Report and other statutory compensation reporting as part of a UK plc
Salary benchmarks
Otta's take
Theo Margolius
COO of Otta
Ascentia dates back to 1887 when it was founded as a newspaper investment company in the north of England. Its shift into business analysis and optimisation can be traced to its acquisition of Glenigan, a provider of leads and information for the construction industry in 1996. This move has evolved into an umbrella of companies which are today listed on the London Stock Exchange and the FTSE 250 Index.
After selling off many of its newspaper subsidiaries between the 90s and the 00s, Ascential utilised its catalogue of business insight to expand into events, commerce, marketing, and retail, owning dozens of businesses that provide information on and help businesses grow.
Ascential continues to grow internationally. With much the same intuition as when it evolved its magazine sector to capitalise on newspaper printing downtimes in the 50s, Ascential invested in Berlin and Singapore-based eCommerce and analytics startups in 2022. It has proven that despite being a legacy company, it still has its ear to the ground to elevate the next generation of digital media and marketing tools.
Insights
Few candidates hear
back within 2 weeks
6% employee growth in 12 months
Glassdoor (4.2)
Trustpilot (3.2)
Company
Company benefits
- Great learning and development opportunities
- Volunteering opportunities and charitable giving options
- Option to opt into the Ascential Shares Scheme
- 25 days of holiday - option to buy/ sell upto 5 days
- Pension
- Life Assurance and Income Protection
- Flexible benefits platform with options including Private Medical, Dental Insurance, Critical Illness and the Ascential Shares Scheme
- Employee assistance programme, season ticket loans and cycle to work scheme
Company values
- Creativity - We value and reward innovation, providing new products and services to our customers, and finding new ways of working within our business.
- Fairness - We build strong, ethical relationships based on mutual respect and trust.
- Empowerment - We trust our teams to act swiftly and independently to meet our customers’ needs.
- Focus - We prioritise clarity and focus to deliver high-quality outcomes. We are content to do a few things, exceptionally well.
Company HQ
Holborn, London, UK
Founders
Phil Thomas
(CEO, not Founder)They have worked at Ascential for over 39 years in various roles, becoming the CEO in January 2024.
Diversity & Inclusion at Ascential
- Ascential is a people-powered company We’re committed to supporting each and every person that's part of Ascential. Fairness and Empowerment are two of our core values, and we weave them through everything we do. We unite people and invite them to discover more. More about each other. More about themselves. More about the world we live in. We believe that connections are the lifeblood of progress.
- We publish an annual Diversity, Equity, and Inclusion Report. This sets out our goals, commitments, and progress so far and ensures that our workforce matches the diversity of the communities we operate in.
- We conduct regular Inclusive Content Audits to ensure that the way we represent various groups in our internal and external content is fair and representative of the communities we operate in.
- We offer internships, apprenticeships and professional study support to bring people into our workplace from the start of their careers. We’re always on the lookout for curious, passionate people from every walk of life.
- We strive to create fair and inclusive recruitment processes that give everyone their best chance at success. Our recruitment teams offer training to hiring managers that keeps diversity, equity, and inclusion front of mind as they grow their teams. We also offer reasonable adjustments to our applicants, to ensure the recruitment process is accommodating for all.
- If you don't meet every single requirement, we'd still encourage you to apply. At Ascential, we are committed to creating a diverse, inclusive, and authentic workplace, so if you are excited about this role we would still like you to apply.
- We deliver Respect Training to our managers. This training is designed to equip managers with the tools, language, and frameworks required to create a workplace where our people feel valued, respected, included, and safe.
- We invest in employee groups and networks, empowering these groups to run educational events, support charities that they’re passionate about and share experiences with colleagues. These groups include Able to Thrive, Ascential Pride, Black in Business, and Empower Women's Network.
- At present, we have an almost equal gender split in our overall workforce. We’re proud to have been recognised in the Top 3 of the FTSE Women Leaders Review for Women on Boards since the launch of the rankings in 2016. We’re also listed in the Bloomberg Gender Equality Index.
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