Payroll and Policy Manager

• An exciting time to make a change to support the SFO & its leaders and staff.
• Civil Service Payroll and Reward experience required

About Our Client

The SFO is a specialist investigating & prosecuting authority that tackles the top-level of serious or complex fraud, bribery, & corruption in England & Wales, & Northern Ireland. It is independent in making decisions about its cases. It is a civil service organisation that operates within the framework of government accounting & the Green Book. It is subject to government spending reviews

Job Description

The Pay and Policy Manager will work as part of the wider People and Culture (P&C) team and will report directly into the Head of People to provide specialist expertise and guidance on all matters relating to Civil Service pa and reward and people related policies. The role will be part of the wider P&C team and will be supported by colleagues from people operations, data insights, engagement and inclusion, talent acquisition and people business partners. 
They will directly line manage the SEO Policy and Procedure Lead and have responsibility for delivering tactical advice on pay and reward solutions, application of people policies and strategic development of the policy framework. They will have excellent experience, understanding and knowledge of developing and implementing pay and policy strategies which contribute to organisational effectiveness and engagement particularly within the public sector. They will analyse complex SFO and wider civil service practices in relation to pay and policy, and manage project work to enhance the SFO's approach. The role holder will communicate to all employees and managers clearly and effectively on changes to governmental practice that relates to people pay and policy.
The role requires close liaison with key stakeholders (P&C colleagues, Executive and Senior Leadership Team, the Board, Trade Union and Heads of Division).
As the Pay and Policy Manager, you will be responsible for:

• Lead on the development and delivery of the SFO pay and reward framework, including the annual pay remit processes for both SCS and delegated grades, ensuring compliance with central Government pay controls and approval processes.
• Working with Divisional business areas, people and financial business partners to understand business issues and develop effective reward strategies that align with Civil Service pay policy, legislation, the strategic needs of the SFO and the wider political context.
• Analyse workforce market trends and bench-marking data to inform competitive pay and reward structures which are accurately modelled and costed appropriately
• Building and maintaining strong, credible, and trust-based relationships with key stakeholders across SFO and the public sector, including the Civil Service
• Engaging with Trade Unions on policy and pay negotiations, supporting consultation and collective bargaining where required.
• Preparing papers and recommendations for pay strategies and people policy , including plans for internal communication and engagement, development of line managers to effectively and consistently apply the policy principles and expectations.
• Ensure all people related policies align with wider SFO values and strategic objectives and take into account the overall Civil Service frameworks, legal requirements and good practice.
• Using excellent communication skills to effectively manage challenging situations and stakeholders; conveying complex information to different audiences, including up to Executive and Senior Leadership teams and the Board.
• Ownership and responsibility for leading on and driving forward key work portfolios within the wider HR agenda, including job evaluation requests, pay flexibility, pay equality and employee benefits.
• Represent the policy, pay and reward specialism across the civil service network of all government bodies, with particular focus on the Cabinet Office and HM Treasury.
• Line manage and develop the Policy and Procedure Lead, setting clear objectives and supporting professional development whilst managing their performance and engagement to work in a collaborative and professional manner.

For more information about the role and for a full list of key responsibilities, please see the link to the Job Pack below.
*Please Click Here for the Job Pack information*

The Successful Applicant

Behaviours
We'll assess you against these behaviours during the selection process:
Leadership
Making Effective Decisions
Changing and Improving
Communicating and Influencing

Selection process details

This vacancy is using Success Profiles & will assess your Behaviours & Experience Click Here for More Information

Application stage

As part of the application process you will be required to provide:
A personal statement of no more than 750 words attached to your CV that provides specific examples of how your skills and experience meet each the following criteria (based on the Essential Experience required for the role):
· Proven experience of scoping, designing and implementation of pay and reward strategies and policies.
· Significant experience in HR policy development.
· Experience of working collaboratively with Trade Unions.
· Strong analytical and numerical skills that have enabled you to make robust evidence based decisions or recommendations.
· A supporting CV outlining your job history and qualifications.
It will not be possible to provide feedback to applicants who are unsuccessful at the application stage.

Interview stage

Behaviours and experience as outlined in the job pack will be tested at interview.
Candidates invited to interview will also be required to complete a short exercise designed to assess your experience.
Full details of the interview process will be made available to shortlisted candidates in the invite to interview.
· Closing date is 11:55pm 15th June 2026
· Interviews are expected to take place in person at the SFO offices on the 24th June 2026 and 8th July 2026.
All dates are indicative and subject to change.Successful candidates must meet the security requirements before they can be appointed. To be eligible you must meet the following residency requirements dependent of the the level of security vetting required (click here)SC: 5 years residency in the United Kingdom preceding this application.Feedback will only be provided if you attend an interview or assessment.

Nationality Requirements

Working for the Civil Service
The Civil Service embraces diversity & promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, & who meet the minimum requirements for the advertised vacancy.

Diversity & Inclusion

The Civil Service is committed to attract, retain & invest in talent wherever it is found. To learn more please see the Civil Service People Plan (Click Here) & the Civil Service Diversity and Inclusion Strategy (Click Here)

What's on Offer

A salary of £57,602 - £68,167 (Grade 7)
Staff applying on promotion within the Civil Service will usually be appointed to the salary minimum or receive a 10% increase on their existing salary. Individuals appointed on level transfer will retain their existing salary. These exclude any allowances associated with your current role. Applicants from outside of the Civil Service should be aware that starting salaries will normally be at the band minimum and you should not expect to receive a higher salary.

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is Security Check (SC)
See our Vetting Charter Click Here
People working with government assets must complete baseline personnel security standard checks Click Here

Location

The role will initially be based at our offices at 2-4 Cockspur Street, London, SW1Y 5BS, in central London, however please note that we are due to move to Canary Wharf in late 2026. 
Please be aware that this role can only be worked in the UK & not overseas. Informal hybrid working arrangements apply & there is an expectation that staff will attend the office regularly. Work pattern & office attendance will be agreed with successful candidates
Where specific UK qualifications are required we will take into account overseas equivalents. All third party applications will be forwarded to Michael Page.

Job summary

• Job function
• Public Sector

• Subsector
• HR Manager

• Sector
• Public Sector

• Location
• London

• Contract type
• Permanent

• Consultant name
• Bradley Glen

• Consultant phone
• +44 20 7269 2273

• Job reference
• JN-052026-7027950