Arriva Rail London (ARL) wanted clearly defined levels for its management population with a consistent way of evaluating their job roles. The current approach to reward was not supporting its strategic aims and becoming part of the Arriva Group added a level of complexity.
We worked with ARL to agree a job level framework that would meet its strategic aims but also be aligned with the Group framework. We met with the HR team and worked with them to review all their role profiles and evaluate all roles across ARL.
We facilitated two sessions with the ARL CEO and executive team to discuss key questions that informed the development of ARL’s forward-looking reward principles. The next step was to design a pay structure that was aligned to the new reward principles and seek approval from the executive team, as well as the unions. Following this approval, we provided a draft pay policy for the HR team and worked with them to gain approval from the unions.
ARL has a job level framework in place that enables it to benchmark its roles against the external market. It can also review and assess any equal pay risks and manage its pay and reward scheme consistently across the management population.