Ahead of the Autumn Update 2019, Tim Robertson, head of reward, at ITN takes part in a 60 second interview.
Robertson will be speaking at the conference, taking place on December 5th at the Hilton London Bankside.
Reward Strategy (RS): What do you think has been the most visible change to pay and reward in the last year?
Tim Robertson (TR): “Clearly a big change has been the move to cloud-based systems (i.e. payroll, HR, compensation, etc systems). For the larger firms this has also been a rationale to fully join-up their systems and ensure they communicate.
“Another change I’ve seen has been greater communication between payroll, HR and reward, which is been critical given the raft of regulation and policy changes.”
RS: What do you think are, currently and will be, the biggest trials facing pay and reward professionals?
TR: “The challenge of operationalising ideas/policy changes. Given the dynamic rewards environment, with gender/BAME pay changes, family friendly policy changes, various regulatory changes, it will be key that any changes agreed can actually be implemented without collateral implications.”
RS: What is going to be the biggest area of investment for your payroll function in the next 12 months?
TR: “The system. Ensuring that our payroll and HR systems communicate and can provide us with the timely data needed to run reports and influence decisions.”
RS: Without giving too much away, what two things will delegates learn from your session?
TR: “How to bring together differing expectations, in the workplace, into a cohesive reward strategy. As well as, where a one-size fits all approach works and where it doesn’t.”
RS: What session are you looking forward to at this year’s Autumn Update?
TR: “The Pay Transparency: tackling pay gaps session.”