THE ORGANISATION
Our client is an established organisation operating within a regulated financial services environment in Sydney. With several hundred employees, it is large enough to carry real governance rigour and board level scrutiny, and small enough that the reward and performance agenda stays visible, personal and fast moving. The People and Culture function is mature and well structured, spanning people partnering, talent acquisition, people operations, culture and capability, change, and reward. Diversity is high, pay equity is effectively in place, and the organisation has deliberately stepped away from traditional annual ratings and hard coded performance matrices in favour of something more open, transparent and contemporary.

THE ROLE
Reporting to the Chief People and Culture Officer, you will lead performance and reward as a single portfolio rather than a set of separate processes. On the reward side you will run the annual remuneration review end to end, including data preparation, modelling, budgeting, leader guidance and post review insights, maintain the remuneration policy and governance framework, manage executive remuneration and benchmarking against the major industry salary surveys, prepare quarterly board and committee papers alongside the Chief People and Culture Officer, and provide remuneration inputs into WGEA and external reporting. On the performance side you will own a quarterly contribution and check in cycle with no ratings, where leaders complete a structured snapshot each quarter covering objectives, values and behaviours, broader contribution and risk, feeding an end of year calibration with the executive team on incentive outcomes. Completion rates already sit above 90 percent,



so the focus now is the quality of goals and conversations rather than the count. Benefits and recognition round out the portfolio, with transparent scope to refresh the benefits offering and build a stronger culture of informal recognition. You will also lead a payroll manager and payroll consultant, with a payroll system review on the horizon, although deep payroll technical knowledge is not required. Reward here is cash based with an incentive plan, so there is no equity or long term incentive complexity, and compensation sits within a modern cloud based HRIS. This is a hybrid role based in the Sydney CBD, with a general expectation of two to three days in the office and a weekly team connection day.

THE CRITERIA
To be successful in this role you will bring substantial remuneration and reward experience gained in a regulated or financial services environment, with strong command of market benchmarking, salary survey methodology, remuneration governance, incentive calibration and annual review processes. Just as important is how you think. Our client is looking for a systemic, outcome driven operator who sees reward, performance, recognition and benefits as a portfolio that brings the employee value proposition to life and drives the right behaviours, rather than a purely technical remuneration specialist. Experience preparing executive remuneration and board level materials is highly valued, as are tertiary qualifications in human resources, psychology, finance or business.

Our client and Peoplecorp are committed to building a diverse and inclusive workforce, and we welcome applications from candidates of all backgrounds, experiences and identities.
Please apply now, we look forward to receiving your application. For further information please email ****@peoplecorp.com.au.

📌 Performance and Reward Lead (Sydney)
🏢 Peoplecorp
📍 Sydney