Reward Manager – Australian Financial Services Organisation

Client Profile
Australian financial services organisation
1,500 employees nationally
Operating across corporate, operational, and customer-facing functions

Role Appointed
Reward and Performance Manager

Context

The organisation was preparing for its annual remuneration and performance review cycle while also undertaking broader remuneration benchmarking and executive compensation review.

Internal HR capability lacked specialist reward expertise required to manage remuneration frameworks, executive compensation benchmarking, and performance governance.

Challenge

The organisation had attempted to recruit the role for over two months without success.

The primary challenges included:

• Limited number of experienced Reward professionals within financial services
  
• Strong competition from banking, insurance, and superannuation organisations
  
• Requirement for candidates with executive remuneration and governance experience
  
• Lack of access to passive Reward professionals not actively seeking new roles
  

The absence of specialist Reward capability was increasing organisational risk across remuneration governance and executive compensation decision-making.

Approach

Civitas Talent conducted a targeted search focused on Reward professionals across financial services, insurance, and banking sectors.

The process included:

• Mapping 132 Reward professionals across Australia
  
• Direct engagement with passive candidates with relevant executive reward experience
  
• Assessment of technical reward expertise, governance experience, and organisational fit
  

Within 17 days, Civitas Talent delivered a targeted shortlist of four qualified candidates.

Solution Delivered

The successful candidate brought over 9 years of Reward experience within financial services, including responsibility for executive remuneration, incentive frameworks, and performance governance.

Measured Impact

Within 6 months:

• Successfully supported remuneration review across 1,500 employees
  
• Implemented improved executive reward benchmarking frameworks
  
• Strengthened internal reward governance and compliance
  

Strategic Outcome

The organisation established stronger internal reward capability, improving remuneration governance and executive decision-making.