Level

PwC

Manager - Rewards

AI in this role

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Manager

Job Description & Summary

At PwC, we believe how we reward our people shapes how they feel, perform and grow. 

As a Manager in our Human Capital team, you will play a central role in shaping fair, competitive and meaningful reward experiences across the firm. This is not just about pay and benefits, it’s about building trust, reinforcing performance and ensuring our people feel recognised in the moments that matter. 

You will work closely with business leaders to turn strategy into practical reward solutions, balancing commercial realities with a strong focus on employee experience. With a clear, data-informed perspective, you will help the firm make confident and well-governed decisions on compensation, benefits and workforce planning. 

This is a role where you can influence, challenge and lead, strengthening our reward approach, improving transparency, and driving meaningful change across key Human Capital priorities. Ultimately, your work will help build a reward framework that is fair, simple and trusted. 

Key accountabilities 

Shape and evolve reward strategy 

  • Design and deliver reward approaches covering salary benchmarking, benefits, recognition and annual compensation cycles 

  • Keep solutions practical, relevant and aligned to business priorities 

Lead core reward programmes 

  • Manage annual salary and bonus review cycles with clarity and discipline 

  • Oversee benefits and recognition programmes to ensure they remain valued and fit for purpose 

 Strengthen fairness and competitiveness 

  • Regularly review salary structures and benefits against market trends 

  • Identify gaps and recommend improvements that are simple, fair and sustainable 

 Act as a trusted adviser 

  • Partner with stakeholders to provide clear and balanced guidance on reward matters 

  • Support confident decision-making, especially in complex or sensitive situations 

Own policies and governance 

  • Maintain and strengthen Human Capital policies, with a focus on compensation and benefits 

  • Ensure policies are easy to understand and consistently applied 

Lead change and delivery 

  • Drive compensation and benefits workstreams within broader HC initiatives 

  • Deliver outcomes that are practical, timely and clearly understood by stakeholders 

Key working relationships 

  • Human Capital Business Partners 

  • Business leadership teams 

  • Global Rewards and HC networks / AC Rewards Networks 

Skills, experience and qualifications 

  • 8 to 10 years of experience in compensation and benefits, ideally within a complex or professional services environment 

  • Strong judgement, with the ability to balance fairness, competitiveness and business realities 

  • Confident and credible when engaging senior stakeholders 

  • Comfortable using data to shape decisions and tell a clear story 

  • Able to lead projects and navigate change with focus and structure 

  • Clear communicator who can simplify complex topics and build trust 

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Benchmarking Studies, Benefits Administration, Benefits Program Design, Bonus Program Design, Coaching and Feedback, Co-Creation, Communication, Compensation Strategy, Compensation Structuring, Compliance Awareness, Conducting Research, Creativity, Data Analysis, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Data Storytelling, Embracing Change, Emotional Regulation, Empathy, Employee Compensation and Benefits {+ 32 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Available for Work Visa Sponsorship?

Government Clearance Required?

Job Posting End Date

How we score this

Manager - Rewards at PwC scores 34 out of 100 on AI centrality, which makes it AI Level 1 of 4 (Little AI) on this board. The level measures how much of the work is AI, not seniority.

Classification

AI Level 1. The work itself involves no AI, or AI only appears as scenery, such as a company tagline.

  1. AI Level 480 to 100
  2. AI Level 360 to 79
  3. AI Level 240 to 59
  4. AI Level 10 to 39

Bands come from how often the tools, models and workflows of the role are named in the posting itself. Open the description and count.

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