Head of Reward & Performance

• Senior enterprise leader responsible for end-to-end Rewards & Performance governance with accountability for: Performance rating distribution integrity, Bonus pool modelling and allocation discipline, Salary structure competitiveness and affordability, force cost efficiency and productivity linkage, Enterprise calibration governance, Data-driven reward differentiation.
• This is a numerical, modelling-intensive role — not a policy administration or HR operations role.
• Responsibilities and Duties 1.
• Performance Management & Calibration Governance Institutionalize disciplined performance management frame (KPIs, scorecards, rating scales) Govern enterprise-wide rating distribution (avoid inflation, enforce differentiation) Lead calibration sessions across ExCo and senior leadership Define performance thresholds linked to outcomes Ensure auditability and transparency of performance decisions 2.
• Rewards Architecture & Bonus Modelling Design and manage BPM/IPM-linked bonus frames Build and maintain bonus pool allocation models a) Link rewards to: performance b) Individual contribution c) Risk and compliance outcomes Establish differentiation logic across ratings (pay-for-performance discipline) Simulate financial impact of reward decisions (stress scenarios, downside protection) 3.
• Compensation Structure & Market Benchmarking Design salary structures, bands, and progression architecture Conduct market benchmarking and positioning Balance attraction vs affordability vs internal equity Define guidelines for increments, promotions, and adjustments Prevent structural salary distortions across the organisation 4. force Cost & Productivity Analytics Build and maintain force cost models (HC, cost-to-income, productivity ratios) a) Monitor: Revenue per employee b) Cost per employee c) Function-level productivity Link force investment decisions to returns Provide analytical inputs for headcount approval governance 5.
• Data & Modelling Excellence (Core Requirement) Develop advanced modelling for: a) Performance distribution scenarios b) Bonus sensitivity analysis c) Cost-to-income optimization d) Productivity benchmarking Build dashboards and predictive frames for ExCo and Board Ensure all reward decisions are data-backed, not judgement-driven.

12–18 years experience in Rewards, Performance Management, or force Analytics Strong quantitative and financial modelling capabilities (non-negotiable) Proven experience designing bonus frames and compensation structures Deep understanding of: a) Performance management systems b) Cost-to-income dynamics c) force productivity metrics Strong Excel / data modelling / analytics capability (advanced level) Experience in banking or financial services preferred Experience ing closely with Finance and ExCo Ability to translate data into decision insights at Board level