Across the Santander UK Human Resources team, everything we do is underpinned by our culture, values, behaviours, our shared approach to risk and ensuring that we are Simple, Personal, Fair.
Performance and Reward
Our team is responsible for driving the design and implementation of performance and reward policies and practices that support and advance both business and people priorities as well as colleagues’ aspirations. We do it by ensuring that our organisation’s pay and benefits fit with Santander’s context and culture, while being relative to the external market environment and offering a flexible framework which meets the diverse needs of our employees.
We do this in the following areas:
Policy, Regulation and Governance: We lead the development and implementation of performance and reward policies, processes and programmes and ensure they are best practice and adhere to UK regulatory requirements. We support Santander UK’s Remuneration Committee and other internal forums and manage external reporting such as gender and ethnicity pay gap reporting.
Consultancy & Projects: We acts as Business Partners to provide subject matter expertise and effective performance and reward solutions to business areas. In supporting business areas, we ensure reward related decision are made on a commercial basis, within regulation and support the attraction and retention of colleagues through market competitive reward outcomes.
Delivery: We use our analytical skills and wider system expertise to ensure we deliver timely, accurate and insightful Performance and Reward support to support business decisions. We manage our annual pay review.
Benefits & Benefits Operations: We help our people prosper, by designing, sourcing, and delivering benefits that enhance lives and our overall Reward proposition. Covering health and life insurance, share plans, car schemes, pensions and more, we understand both the market and what our people want. We develop skills in market research, customer feedback, design, procurement, supplier management, communications, and analytics.
Payroll Management: We deliver a timely and accurate monthly payroll to ensure our 20,000+ UK employees get paid and that we meet our statutory requirements. Risk management is at the heart of everything we do – constantly reviewing and enhancing our internal controls and managing employee data. We work closely with our colleagues across the function– and other key stakeholders such as Technology, Finance and the many third parties involved in employee lifecycle, reward and benefits management.
We provide administrative services for Human Capital Management encompassing Recruitment Onboarding and Referencing, Learning and Employment Lifecycle to Offboarding. We are responsible for the screening of all colleagues new to business and those moving roles through internal mobility, managing colleague contracts, updating changes in employment conditions and salaries, as well as making changes in personal details.
Our Intranet Portal OneHR/Ask HR is the first point of contact for colleagues enabling self-service to all things HR related. We are responsible for maintaining the relevance and easy access to the information stored on this knowledge base.
Our Advisory Service supplies specialist HR information, dedicated support and advice on HR policy and practice via the HR Hub. Our focus is primarily to support the business and colleagues on matters relating to Performance, Absence, Disciplinary and Grievance.
The Occupational Health & Safety of our colleagues is important to us, so we have a team of dedicated professionals who provide expert advice and guidance on our Safety at Work, our Physical health and Psychological Wellbeing, and Occupational Health.
Employee Relations, Policy & Change Area of Expertise
We are a team of specialist HR professionals advising on the following key areas:
The Industrial Relations Team’s primary aim is to maintain a positive and strong relationship built on trust with our two recognition trade unions Advance and CWU through regular consultation. We aim to achieve consensus through constructive dialogue enabling the delivery of business objectives and responding to representations. We provide strategic and technical expertise on pay and terms & conditions, integration of heritage arrangements, operating model changes and transformation.
The HR Policy Team develop and implement our people policy proposition ensuring we comply with employment legislation and regulatory requirements and are well placed in the market. The Team are accountable for HR policies across all UK entities including the alignment of heritage arrangements.
The HR Change Team have accountability for navigating the bank through the people impacts of change guided by our values and behaviours working closely with senior business stakeholders and our Business Partners to ensure the bank’s transformation objectives are achieved. The team have oversight of all people related change programmes to identify risks, capacity issues as well as dependencies recommending solutions to address.
The Employee Relations Team plays a critical role in developing and maintaining the trust between the organisation and its people. It helps to create people practices which develop - and maintain – the positive working relationships across the organisation. We working closely with our HR colleagues, our business managers and the recognised Trade Unions to maintain that positive environment and to ensure that our people practices are simple, personal and fair. We also play a key role in assisting the organisation with the creation and enforcement of policies that are fair and consistent for everyone in the workplace. Our Employee Relations specialists handle a wide range of workplace concerns: investigating, resolving and mediating employee concerns as well as ways to prevent such issues arising.
Our team are responsible for the attraction and development of Santander UK’s leadership team. We do this across the following areas:-
Executive Resourcing: We source and secure market-leading senior leaders who match the requirements of Santander UK vacancies. Working with our resourcing partners we ensure we conduct a thorough search across Santander UK, within the international Santander Group or in the external Marketplace. Once identified we conduct a best-in-class selection process through to appointment.
Onboarding: When a new senior manager joins Santander it’s vital they rapidly become familiar with all aspects of their company and their new role. Our team will develop a personalised onboarding plan for each joiner to ensure they become fully immersed in Santander’s vision, priorities, aims and structure as well as information about the specific business area they are joining.
Succession planning: When a key role becomes vacant it’s vital we have people capable of moving into it. We call this succession planning, and we hold plans for all key roles across the bank. These are reviewed and updated with the business and with Group regularly so that there is both a UK and an international perspective for each role. Our team support in identifying appropriate individuals and ensuring that any development needs they may have are met. Successors are usually categorised according to the length of time it’s expected they will need to complete their development. For example, those who require relatively little development will be categorised as ‘Ready Now’ whilst those who have more to do will be ‘Ready in 1-3 years’.
Leadership Capability and Individual Executive Development: Our talented leaders are of the highest calibre but there will always be changes and innovations in our industry that demand new or additional capabilities. Our team identify and anticipate the development that each individual leader needs to be successful in their role, both now and into the future. The resulting development solutions take many forms including: secondments, coaching, mentoring, additional or new responsibilities, formal courses, observations, reading or networking etc.