Description

Reward and Compensation specialist with 15+ years of HR experience, including global and multi-site organisations across energy, engineering and growth businesses. I help companies design practical, commercially sound reward solutions that attract, retain and motivate talent while maintaining internal fairness and market competitiveness.

My expertise includes salary benchmarking, pay structures, bonus and incentive design, job evaluation, job architecture, annual pay review processes, compensation data analysis and reward governance. I combine strategic thinking with hands-on execution, whether a business needs a quick reward health check, structured recommendations, or support delivering a key people project.

I am known for being highly organised, analytical and easy to work with. I focus on clear outputs, sensible solutions and professional delivery without unnecessary complexity.

Industry field of expertise

Languages

English
Native or bilingual

Workplace preferences

Remote only

Primarily works remotely

HydraB
Reward Manager (Head)
HUMAN RESOURCES
November 2025 - Today (7 months)
Oxford, UK
Reward Strategy & Governance
Establishing clear reward governance (decision rights, approval thresholds, controls, documentation standards) to strengthen consistency and reduce risk across the Group.

Stakeholder Leadership & Advisory
Reward adviser to leadership teams, providing credible, evidence-led recommendations supported by robust
analysis.
Working with Finance, Legal and business leaders to ensure reward frameworks are aligned to budget, compliance and organisational priorities.

Job Architecture & Job Evaluation (WTW GGS)
Implementing WTW Global Grading System (GGS) to bring the entire organisation under one common job framework, including job levelling, role sizing, mapping legacy roles and building a sustainable evaluation process.
Creating calibration practices, guidance and supporting materials so grading outcomes are consistent, defensible, and scalable.

Performance Management
Leading performance management across the Group, including rolling out a customised goal-setting framework that improves clarity, alignment and quality of performance conversations.
Designing and embedding the annual performance cycle toolkit (templates, manager guidance, training/support) to drive consistent execution across entities.

Incentive Design (LTI / STI)
Designing a common long-term incentive programme (LTIP) for executives across the Group, including eligibility, award approach, performance measures, governance and implementation planning.
Designing a short-term incentive programme (STI) for the wider workforce, aligning measures and mechanics to business priorities and ensuring consistency of approach across entities.

Reward Operations, Annual Cycles & Governance
Leading end-to-end annual reward campaigns across the Group, including salary review planning and execution, incentive calculations and payouts and associated governance and communications.
newcleo
Global Reward Manager (Head)
October 2024 - October 2025 (1 year)
London, UK
• ▪ Job Architecture & Levelling Designed gender neutral evaluation methodology and levelling framework, mapped roles to global grades, created manager guides and training.
Built market aligned pay structures and guardrails by leveraging WTW survey participation (data submission, validation, peer cuts) to calibrate ranges, geo-differentials and pay mix, introduced compa-ratio and range penetration dashboards with compression/inversion flags.
• ▪ EU Pay Transparency Enablement Drafted policy for ranges disclosure, no-pay-history practice and employee pay-information responses. Created Excel templates for pay-gap and structural gap reviews and embedded transparent progression criteria into HR processes. Partnered with HR and Legal to align recruitment copy, contracts and manager guidance and established an escalation path for queries.
• ▪ Reward Planning & Governance Equity Incentive Management: Led governance, administration and communication of the global stock option plan, introducing new award types (RSUs, PSUs) to better align rewards with long-term shareholder value. Annual Cycles: Directed end-to-end delivery of the global merit review and equity allocation cycle, introducing standardised processes and dashboards for real-time tracking. Executive Compensation: Benchmarked and structured executive packages to ensure market competitiveness, compliance, and shareholder alignment. M&A Integration: Harmonised reward frameworks across newly acquired entities, ensuring consistency in grading, pay, and incentives.
Apollo Hospitals Enterprise Ltd.
General Manager (Head) - Performance and Rewards I
December 2022 - August 2024 (1 year and 8 months)
India
• ▪ Performance and Rewards Management: Directed annual performance cycle for 50,000 employees, introducing process automation and competency-based goal setting.
• ▪ Executive Compensation: Designed and presented executive pay proposals for 200 senior leaders to the Nomination & Remuneration Committee (NRC), ensuring competitive positioning and performance linkage.
• ▪ Recognition Programmes: Developed 12 multi-tier recognition schemes (instant awards, quarterly team awards, unit performance awards) that improved employee engagement scores by 9%.
• ▪ Wellbeing Initiatives: Introduced six large-scale wellbeing initiatives, including partnerships with 100+ brands via a digital R&R platform, enhancing employer brand positioning.
• ▪ Talent Management: Rolled out a competency framework, potential appraisal and succession planning for critical roles in partnership with business leaders.
• ▪ Budget & Governance: Managed reward budgeting and governance reporting, ensuring compliance with corporate policies and statutory norms.