Tips for successful reward consultant recruitment

Successful businesses need high calibre employees working within their team in order to give them a greater opportunity to continue thriving in the future.

Therefore, you should always look to hire top talent for any in-house reward consultant vacancies available at your business. By recruiting such highly capable candidates for compensation, benefits and reward roles, you can rest assured that your reward structure will be strong and effective, enabling you to retain and recruit the most talented professionals.

Reward consultant job role

When recruiting for a reward consultant, it is vital that you find a candidate who is able to meet the demands of the role. In order to pinpoint the right potential employee, you should look for professionals who demonstrate their ability to:

  • Review bonus policies
  • Carry out pay audits and conduct job grading
  • Benchmark against industry standards
  • Advise on changes to reward policies
  • Adapt policies in line with employment legislation changes
  • Implement and manage bonus and reward policies

Key skills and qualifications

You can also typically identify whether or not a person is capable of completing your reward consultant job role by looking closely at their skills, qualifications and experience.

A person should have a good understanding of current HR practices, while previous experience in compensation, benefits and reward is ideal. Being skilled in the development of pay and benefits structure is also important, while an analytical mind will allow them to problem solve and carry out in-depth reviews of policies.

Excellent presentational and interpersonal skills are also important, as your reward consultant will be responsible for advising both board officials and employees on any potential or implemented changes to benefits policies.

Finding candidates with transferable skills

At Portfolio CBR we recognise that the ideal candidate in many may not have direct reward consultant, but in other areas that have provided them with relevant experience. You may find a candidate with the appropriate level of experience in HR, with excellent analytical skills but has previously been employed as a Human Resources Information Systems (HRIS) manager.

An HRIS specialist would bring added skills to a business’s HR department, possessing the oral and written communication skills necessary for keeping department legislation up to date and liaising with employees.

As an HRIS manager is responsible for managing and updating HR computer programs, as well as obtaining and maintaining employment data such as: employee performance records, job applicant tracking data and payroll administration systems. As the manager must have a thorough understanding of this data and what effect it will have on their systems, an HRIS manager must have excellent analytical skills which are essential within the reward consultant role.

About Portfolio CBR

Specialist recruitment agency Portfolio CBR can provide employers with expert guidance during campaigns.

Whether you are looking for independent advice as you look to recruit a benefits officer or would like us to manage your search for a talented compensation consultant, our dedicated consultants can support you throughout the process, ensuring that you recruit a professional perfect for the role.

For further information on how Portfolio CBR can help you hire top talent for compensation, benefits and reward roles, contact our team on 020 7650 3190.

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