National payments infrastructure with real economic and systemic impact
Organisation entering a phase of greater scale, scrutiny, and performance expectations
Leadership demanding stronger accountability, clearer reward logic, and better data to make guide
People function expected to shape outcomes and influence direction, not just administer process
TL;DR
Own and shape PayNet's performance and rewards agenda, end‑to‑end
Influence senior leadership decisions on outcomes and reward trade‑offs
Move the organisation from process compliance to performance differentiation
High‑visibility role with exposure to Senior Management and Board‑level discussions
Why This Role Matters
Own and shape PayNet's performance and rewards agenda, end-to-end
Influence senior leadership decisions on performance outcomes and reward trade-offs
Move the organisation from process compliance to a culture of meaningful accountability and reward clarity
High-visibility role with direct exposure to Senior Management and Board-level discussions
This is a role where judgment matters more than perfect process execution.
This role ensures:
Performance outcomes are fair, differentiated, and governance‑sound
Reward decisions are data‑driven and clearly explained
Job levels are governed well across the organisation
Leaders are supported to make confident, accountable rewards decisions
What You Will Actually Do
Own the full performance management lifecycle - from goal-setting and mid-cycle reviews through to calibration, ratings, and reward payouts
Design, evolve, and govern performance and rewards frameworks that are fit for purpose as the organisation grows in complexity
Own the governance of job evaluation and job levelling - ensuring the job architecture remains sound as the organisation scales and evolves
Translate performance and rewards data into clear, actionable insights that support leadership decision-making
Facilitate performance calibration sessions with senior leaders, bringing structure and conviction to conversations where outcomes need to be challenged or reset
Advise on pay positioning, compensation adjustments, and the talent implications of reward decisions
Prepare and present materials for PGMC and Board oversight, ensuring governance standards are met without sacrificing clarity
Examples of This Role in Practice
Leading a performance calibration discussion where ratings need to be challenged and reset
Redesigning reward mechanics to address weak differentiation between performers and non-performers
Running scenarios to demonstrate to Management the cost and impact of reward options
Producing insights that test whether potential outcomes of performance and rewards changes reflect PayNet's priorities
Unblocking stalled performance decisions with clarity and judgment
Reviewing and adjudicating job evaluation submissions where levelling outcomes are contested or inconsistent across functions
What Will Help You Succeed
Experience owning rewards and performance work end‑to‑end
Confidence influencing senior stakeholders using data and logic
Familiarity with job evaluation methodologies and the judgment to apply them consistently in a complex organisational context
Ability to balance fairness, governance, and business realities
Comfortable operating where there is no perfect answer
Helpful (not mandatory):
Experience operating in a complex or regulated environments
