• It is repositioning Rewards & Performance as a core enterprise control function, rather than a transactional HR process. The Head of Rewards & Performance will build and institutionalize an integrated performance-to-reward engine covering:
• Performance Management (Scorecards, Calibration, Ratings Governance)
• Variable Pay Design such as BPM (Business Performance Multiplier)/IPM (Individual Performance Multiplier), bonus pool modelling
• Compensation Architecture (salary benchmarking, structure design)
• Workforce Cost Analytics (headcount, productivity, cost discipline)
• This role is accountable for transforming Rewards & Performance into a disciplined, data-driven, and financially aligned function that directly links:
• Individual performance
• Business outcomes
• Reward differentiation
• Cost discipline
• The role carries enterprise accountability for performance integrity and compensation governance, including modelling, distribution discipline, and linkage to profitability.

Role Summary

• 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
• Workforce cost efficiency and productivity linkage
• Enterprise calibration governance
• Data-driven reward differentiation

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