bckr | University of Warwick seeks to appoint new member of the Remuneration Committee
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University of Warwick seeks to appoint new member of the Remuneration Committee

University of Warwick seeks to appoint new member of the Remuneration Committee

Closing Date
20 May 2021
Location
Warwick
Time Commitment
4 meetings a year

The University of Warwick’s strategy, ‘Excellence with Purpose’, is a living, dynamic document which will guide Warwick towards 2030, when it seeks to become one of the world’s exceptional universities, helping to transform our region, country and world for the collective good. Warwick’s core aspirations are to provide excellent education and research that have both purpose and impact. Its strategic priorities are to continue to be innovative in its outlook, inclusive in its approach, provide regional leadership, and value the advantages of being a global university.

The University prides itself on its close work with business and the economic and social impact which follows from its academic excellence. It has exceptional performance in employability and a commitment to sector-leading widening participation programmes. In the most recent UK Government’s Research Excellence Framework (REF), it ranked 7th in the UK for the quality of its research, of which 87% was classified as “world-leading” or “internationally excellent”. With more than 6,500 staff and 26,500 students from approximately 150 countries, the University has a wealth of diversity. The University knows that diversity brings innovations and creativity and so it is constantly striving to build a community of talented individuals from all backgrounds whose energy, imagination and vision can help it transform its ambitious strategy into reality.

While remaining grounded in the local community and maintaining strong regional links, Warwick will also look to enhance its status as an international, world-leading institution, with almost 150 countries represented among its diverse student body. In line with its charitable objectives, it will remain focussed on research and education, investing in capital projects for its campus as well as developing a blended, digitally-minded approach to learning.

As one of the UK’s leading universities, it is globally connected, forward-looking and entrepreneurial. Based on a stunning campus, featuring the Warwick Arts Centre, one of the largest multi-art form venues in the UK, as well as a new Sports and Wellness Hub, it is a university with the highest research and education standards, and is always looking for innovative ways to work in partnership to transform its region, the country and world for the collective good.

Role specification

The Remuneration Committee is a specialist standing committee of the University’s Council, supporting it to carry out its responsibilities.

The new Committee Member will be joining an internationally-renowned organisation, which will rely upon their insight and recommendations to support its ambitions at a challenging but exciting time for the Higher Education sector. They will contribute to a variety of issues which come before the Committee, including priorities such as the gender pay gap, executive performance and remuneration, as well as reviewing and approving the remuneration of the Vice-Chancellor and other senior staff within the University.

Warwick provides an inclusive and supportive environment where all members of its community are consistently making a difference – the kind that changes lives, whether close to home or on a global scale. Committee Members embody its values and ensure that its guiding principles are woven into the Committee’s work, facilitating an environment of mutual respect, where equality of opportunity is accessible to all.

 

Person specification

Warwick is looking for someone with senior remuneration experience and ideally change management experience to join the Remuneration Committee.

Addressing remuneration issues is a strategic priority for the University, such as pay gaps and the evaluating the process for monitoring performance of senior executives. Applicants will therefore ideally have experience of working on or with a Remuneration Committee, and be able to monitor and challenge the performance and pay of senior executives, while also advising on long-term strategies of managing change in reducing pay gaps and nurturing diverse talent. The successful candidate will bring fresh perspectives, a collaborative approach, and be willing to challenge where necessary.

Warwick knows that diversity fosters innovation and creativity, and therefore strongly encourages applications from women and those from ethnic minority backgrounds who can help transform its ambitious strategy into reality. Above all, they will have a passion for education, energy, imagination and vision, as well as a track record that reflects a diverse background and interests.

 

Required for this role

  • Remuneration knowledge Experience of working with matters relating to remuneration. Experience could be either in a role directly responsible for remuneration policy or in a senior management role with direct oversight of these issues. Candidates will be able to lead the board in debates about remuneration.
  • People and culture leadership Experience at C-suite level of leading or overseeing people engagement and culture change. Candidates will have a demonstrable track record of improvements, including experience of leading diversity and inclusion initiatives.

Committee Composition

Sir David Normington, Chair of Council
Neil Sachdev, Treasurer
Dr John Ferrie
Dr Deborah Keith
James Furse

* Sir David Normington does not Chair the committee when the Vice-Chancellor’s remuneration is being considered

More details about the Committee’s full composition and terms of references are here.

 

Diversity

The University of Warwick welcomes applications from everyone regardless of age, gender, ethnicity, sexual orientation, faith or disability. Whilst the University has good representation of ethnic minorities and women on the Council and Subcommittees currently, it is constantly striving to protect this diversity and is committed to providing opportunities for underrepresented groups. Therefore applications from women and / or those from minority ethnic groups are strongly encouraged. All appointments will be made on merit, following a fair and transparent process. In line with the Equality Act 2010, however, the organisation may employ positive action where diverse candidates can demonstrate their ability to perform the role equally well.

Terms of appointment

This role is unremunerated but reasonable, pre-agreed domestic travel expenses will be reimbursed. The appointment is for a three-year term, which can be renewed once at the discretion of the Council.

Process

This process is being run by Nurole on behalf of the organisation, who will view the applications without edits. We therefore advise applicants to avoid using ‘see CV’ or ‘please call me to discuss further’ in your application as it may restrict your chances of progressing to the next round.

Connected parties

This organisation has requested that candidates do not contact them directly. Instead, if you know someone at the organisation, please mention it in your Reason for Application. Members who do not respect this may risk having their membership terminated.

 

Please get in touch directly with nurole for further information.  enquiries@nurole.com