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

This is a numerical, modelling-intensive role — not a policy administration or HR operations role.

1. Performance Management & Calibration Governance

• Institutionalize disciplined performance management framework (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 business outcomes
• Ensure auditability and transparency of performance decisions

2. Rewards Architecture & Bonus Modelling

• Design and manage BPM/IPM-linked bonus frameworks
• Build and maintain bonus pool allocation models

a) Link rewards to: Business 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. Workforce Cost & Productivity Analytics

• Build and maintain workforce cost models (HC, cost-to-income, productivity ratios) a) Monitor: Revenue per employee b) Cost per employee c) Function-level productivity
• Link workforce investment decisions to business 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 frameworks for ExCo and Board
• Ensure all reward decisions are data-backed, not judgement-driven

• 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:

a) Performance management systems

b) Cost-to-income dynamics

c) 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