Title:  Director, People Rewards

Director, Rewards

The Director, Rewards is responsible for leading CAG's enterprise-wide strategy, governance and execution in the areas of compensation, performance management, incentives, executive remuneration, staff cost management, job architecture and HR policy governance.

As a strategic advisor to senior management, the Director will ensure that CAG's reward and performance frameworks drive organisational performance and cultivate behaviours that support innovation, collaboration and organisational transformation, and remain aligned with business priorities and governance requirements.

The role serves as the enterprise owner for compensation philosophy, performance and incentive frameworks, executive remuneration, workforce cost planning, job evaluation and HR policy governance.

Key Responsibilities

Rewards Strategy and Compensation Management

• Lead the development and continual refresh of CAG's compensation philosophy and rewards strategy to support business objectives and workforce priorities.
• Establish and govern enterprise-wide compensation frameworks, salary structures and remuneration policies.
• Drive regular benchmarking exercises to ensure market competitiveness and internal equity.
• Advise senior management on compensation trends, labour market developments and workforce implications.
• Develop reward solutions that support talent attraction, retention and organisational transformation.

Performance Management and Incentives

• Lead the design, implementation and continuous enhancement of CAG's performance management framework and philosophy.
• Drive a robust performance management strategy that promotes accountability, organisational performance and desired leadership behaviours.
• Oversee organisation-wide performance review, talent calibration and governance processes.
• Lead the design, development and review of CAG's incentive frameworks and programmes.
• Oversee scorecard design, target-setting methodologies, performance measurement and incentive payout processes.
• Ensure effective governance and administration of performance-linked remuneration programmes.
• Partner business leaders and Finance to ensure alignment between incentive outcomes and organisational performance.

Executive Compensation and Board Governance

• Lead the end-to-end management of senior management remuneration programmes.
• Develop and review executive compensation structures, incentive arrangements and remuneration policies.
• Conduct executive remuneration benchmarking, financial modelling and impact assessments.
• Prepare and present remuneration recommendations to Management, Board Committees and the Board as required.
• Ensure executive remuneration practices remain aligned with governance principles and market competitiveness.

Workforce Cost Planning and Staff Cost Management

• Lead enterprise-wide staff cost planning, budgeting and forecasting processes.
• Partner Finance and business leaders to support manpower planning and workforce investment decisions.
• Develop workforce cost models and analytics to assess the impact of compensation and incentive programmes.
• Provide management with insights on manpower affordability, productivity and long-term workforce cost sustainability.
• Support annual budgeting and business planning exercises through robust workforce and compensation cost projections.
• Advise leadership on the people cost implications of organisational restructuring, transformation initiatives and workforce growth plans.

Job Architecture and Organisation Effectiveness

• Lead the job evaluation philosophy, governance framework and grading structure across CAG.
• Oversee job architecture, role sizing and career framework initiatives.
• Ensure consistency, rigour and governance in job evaluation and grading decisions.
• Advise business leaders on organisational design and workforce structuring matters.

Digital Transformation, Analytics and AI Enablement

• Lead the digital transformation of rewards and performance management processes, leveraging technology to enhance efficiency, governance and employee experience.
• Drive the use of data, analytics and AI-enabled insights to strengthen compensation planning, incentive design, workforce cost forecasting and performance outcomes.
• Partner People Technology and business stakeholders to identify and implement innovative solutions that simplify processes and improve decision-making.
• Develop and enhance dashboards, reporting capabilities and predictive analytics to provide timely and actionable insights for management and business leaders.
• Foster a culture of innovation and continuous improvement within the team by leveraging emerging technologies, automation and AI to improve productivity and effectiveness.

Stakeholder and Vendor Management

• Serve as CAG's subject matter expert and trusted advisor on rewards, performance and policy matters.
• Build strong partnerships with senior leaders, Finance, Legal and People Team stakeholders.
• Manage and oversee consultants, survey providers and vendors engaged on rewards-related projects.
• Lead major rewards and policy initiatives from strategy formulation through implementation.

Leadership

• Lead and develop a high-performing Rewards team.
• Foster a culture of innovation, continuous improvement and evidence-based decision-making.
• Build organisational capability in compensation, performance management, workforce economics and policy governance.
• Coach and develop future people leaders within the People Team.

Requirements

Experience

• Degree in Human Resource Management, Business, Economics, Finance, Accountancy or related discipline.
• At least 15 years of progressive HR experience, with significant expertise in compensation, performance management, incentives and policy development.
• At least 10 years of people leadership experience.
• Proven track record in leading enterprise-wide rewards and performance management frameworks in a large and complex organisation.
• Experience managing senior management remuneration and Board-level engagements.
• Experience in workforce cost planning, financial modelling and job evaluation.

Knowledge and Expertise

• Deep expertise in compensation strategy, incentive design and performance management.
• Strong understanding of executive remuneration governance.
• Deep knowledge of employment legislation and statutory requirements.
• Strong understanding of job evaluation methodologies and grading structures.

Competencies

Strategic Leadership

• Ability to think strategically and translate business priorities into integrated rewards solutions.
• Strong commercial and organisational acumen.

Analytical Excellence

• Strong numerical capability and financial modelling skills.
• Ability to leverage data and insights to inform strategic decision-making.

Stakeholder Influence

• Strong interpersonal, communication and presentation skills.
• Ability to influence senior stakeholders and Board-level audiences.

Execution Excellence

• Ability to balance strategic thinking with operational delivery.
• Strong programme management and governance capabilities.

People Leadership

• A strong people manager with a proven track record of building and leading high-performing teams.
• Demonstrated ability to coach, develop and inspire others.