The programme is for mid to large organisations in the private, public and charity sectors operating nationally or multi-nationally. Colleagues who should attend include:

• Senior reward or human resource professionals (5+ years’ experience) aspiring to
  progress into reward leadership
• Reward Leaders who are recently appointed or aiming to enhance the effectiveness of their reward agenda and reward function
• Newly appointed HR Directors who want to establish a strong partnership with their Reward Leader.

The programme begins with the belief that effective leadership starts with selfawareness. Success as a Reward Leader is not simply about mastering policy, data, or governance — it’s about knowing yourself, your organisation, and the system you lead within.

Participants start by exploring their leadership style, confidence and competence across the reward agenda, and the specific context of their organisation. This creates a personalised learning pathway that evolves throughout the programme.

The programme runs over six weeks, comprising:

• Three 24-hour Core Modules (residential: early evening through the following day)
• Three optional 6-hour Deep Dive Modules (in person)

Before the first module, each participant completes two short and confidential exercises:

1. FJ Advisory Reward Competence Framework Self-Assessment

• Participants rate their competence and confidence across core and emerging reward capabilities.
• Results are seen only by the participant and the programme faculty.
• The purpose is to shape individual development priorities and ensure that faculty can tailor sessions to participants’ needs.

2. Organisational Context Statement

• Participants reflect on their organisation’s current environment using structured context prompts (employees, trade unions, investors, and organisational priorities).
• This organisational lens will be referenced in plenary discussions, allowing participants to anchor learning in their own reality.

Participants will also be introduced to their 100-day post-programme development plan, which they will refine and revisit at the end of each module and again at programme close.

Opening Context & Self-Awareness (Pre-Module 1)

Theme: Knowing Yourself and the World You Lead In

• Personal reflection on leadership style and purpose
• Insights from FJ Advisory Reward Competence Framework
• Review of organisational context statements
• Facilitated discussion:
  • Global and UK reward trends
  • Employee and union expectations
  • Investor and board priorities
  • The shifting role of the Head of Reward
• Setting up your 100-day post-programme development plan

Outcome: A clear picture of personal and organisational context, strengths and growth areas, and an initial development plan.

Theme: Understanding the Role and Building Credibility

• Dinner conversation with experienced Reward Leaders
• Plenary:
  • Broad-based reward trends and pay transparency
  • Executive compensation principles and governance
• Case study: Supporting business leaders through senior talent reward challenges
• Discussion: Aligning personal strengths and organisational context
• Reflection: Review and update your 100-day plan

Outcome: Understanding what success looks like in the role and confidence to shape your own leadership transition.

Theme: Influence, Governance and Strategic Communication

• Dinner conversation with a RemCo Chair
• Plenary:
  • Preparing Board and RemCo papers and presentations
  • Managing RemCo relationships and external advisors
  • Managing RemCo relationships and external advisors
• Case study: Developing and defending an executive pay policy for an AGM
• Discussion: How your organisation’s context shapes your governance approach
• Reflection: Revisit and refine your 100-day development plan

Outcome: Ability to communicate with authority and influence effectively at Board level and navigate complex governance environments.

Theme: Leadership, Team Impact and Operational Excellence

• Dinner with a Chief People Officer
• Plenary:
  • Aligning reward strategy with workforce and talent priorities
  • Communicating reward effectively to managers and employees
  • Organising the reward function; leveraging HRTech and AI
• Case study: Managing reward through an acquisition
• Reflection: Reviewing your leadership approach and development plan

Outcome: Tools to build and lead a high-performing team, drive transformation, and apply technology intelligently.

A. Employee Voice, Engagement and Consultation

• Constructive union and employee forum relationships
• Managing negotiation, consultation, and communication during change
• Engaging senior leadership

B. Leading Teams and Leadership Styles

• Leadership approaches and behavioural agility
• Coaching and developing others
• Building resilience and maintaining presence under pressure

C. Reward Data and Technology

• Using analytics and AI to improve pay equity and insight
• Dashboards, predictive analytics, and platform selection

The programme is led by Mike Falvey and Christopher Johnson, founders of The Reward Academy, supported by senior HR, reward, and RemCo leaders who bring breadth and depth of real-world experience.

• Core Modules: Three 24-hour residential sessions (6pm–6pm next day), £12,000 per participant and for subscribers to The Reward Academy up to £10,000 per participant (includes accommodation and meals).
• Deep Dive Modules: 6-hour non-residential sessions, £2,000 per participant (includes refreshments).
• Group size: Up to 12 participants.
• Format: In-person, with optional elements for deep dives and post-programme coaching.

By the end of the programme, participants will: