Head of Rewards & Performance

Industry: Banking

Our client a leading commercial bank is seeking a highly analytical and strategic professional to lead its Rewards & Performance function. The role will focus on strengthening performance governance compensation architecture workforce productivity and reward differentiation across the Bank.

The Head of Rewards & Performance will build and institutionalize an integrated performance-to-reward framework covering Performance Management Variable Pay Design Compensation Structure and Workforce Cost Analytics.

This role carries enterprise-wide accountability for performance integrity compensation governance workforce productivity and financial alignment ensuring rewards are linked to business outcomes and organizational performance.

• Develop and implement enterprise-wide performance management frameworks including KPIs scorecards and rating methodologies.
• Lead performance calibration processes and ensure rating integrity across the organization.
• Establish performance standards and governance mechanisms linked to business outcomes.
• Ensure transparency consistency and auditability of performance evaluations.
• Drive a strong pay-for-performance culture across the Bank.

• Design and manage Business Performance Multiplier (BPM) and Individual Performance Multiplier (IPM) frameworks.
• Develop bonus pool allocation models aligned with business performance and individual contributions.
• Ensure reward differentiation based on performance risk and compliance outcomes.
• Conduct financial impact assessments and scenario modelling for compensation decisions.
• Maintain disciplined reward governance and affordability.

• Design and maintain salary structures grading frameworks and compensation bands.
• Conduct market benchmarking and compensation competitiveness analysis.
• Balance talent attraction retention affordability and internal equity.
• Develop guidelines for salary reviews promotions and compensation adjustments.
• Monitor and address compensation inconsistencies across the organization.

• Develop workforce cost models and productivity measurement frameworks.
• Monitor key metrics including revenue per employee cost per employee and workforce productivity.
• Support workforce planning and headcount governance through data-driven analysis.
• Provide insights linking workforce investments to business performance and profitability.
• Drive cost discipline while maintaining organizational effectiveness.

• Build advanced models for performance distribution compensation planning bonus sensitivity analysis and productivity benchmarking.
• Develop dashboards and reporting tools for Executive Committee and Board-level decision-making.
• Ensure compensation and performance decisions are supported by robust data and analytics.
• Provide strategic insights on workforce and reward trends.

• Bachelors degree in Human Resources Finance Business Administration Economics Statistics or a related field.
• Minimum 1218 years of experience in Rewards Compensation & Benefits Performance Management Workforce Analytics or related areas.
• Strong expertise in compensation design bonus frameworks and performance management systems.
• Advanced financial modelling workforce analytics and quantitative analysis skills.
• Strong understanding of cost-to-income management and workforce productivity metrics.
• Proven experience working closely with senior leadership Finance and Executive Committees.
• Advanced proficiency in Excel data analytics and reporting tools.
• Experience within the banking or financial services sector is highly preferred.

• Senior Rewards & Performance leader from a commercial bank or large financial institution.
• Strong track record in designing performance-driven reward frameworks and compensation governance models.
• Highly analytical professional with strong financial and workforce modelling capabilities.
• Experience presenting workforce and compensation insights to Executive and Board-level stakeholders.
• Strategic thinker with strong governance commercial and stakeholder management skills.

• Improved integrity and consistency of performance ratings across the Bank.
• Full alignment of BPM/IPM frameworks with financial and business outcomes.
• Enhanced workforce productivity and cost efficiency.
• Increased differentiation in reward outcomes between performance levels.
• Elimination of salary and bonus structure distortions.
• Board-approved compensation and reward governance framework.
• Adoption of data-driven workforce and compensation dashboards by senior leadership.