How Reed Reshaped Its Rewards Strategy To Closely Align With Company Purpose – Benefits

Listen: Chris Brindley, Reed’s Rewards Business Partner, explains how the recruiting agency redesigned its rewards approach to closely align it with company culture and strategy.

The Covid-19 (Coronavirus) pandemic led the employer to take immediate action to launch new benefit plans in weeks instead of months, and focusing on rewarding top performers in a market incredibly competitive.

In one look

Reed is a recruiting service with approximately 1,700 employees. Typical positions within the organization include recruitment consultants, talent acquisition specialists, and resource business partners. The average length of service is over five years.

Primary Business Objectives Affecting Employee Benefits

As a growing organization, Reed seeks to hire and retain the best talent in the recruiting industry.

Professionnal career

Chris Brindley, Reward Partner, first joined Reed in January 2017. He started as an interim working for one of his biggest contracts at Reed Talent Solutions, then joined the graduate training program. Reed and worked for a year as an HR Recruitment Specialist, before joining his Rewards team.

Working in recruiting is really rewarding, ”says Brindley. “I am always connected to all the candidates I have placed in life changing roles, I am proud to see their careers progress and to know that I have played a role. In terms of rewards, I am very proud of the Consultant Rewards programs that we have launched this year, I look forward to sending people on an unforgettable vacation.

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