Senior Manager, Performance & Rewards

Why PayNet / Why Now

• 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
• Exposure to PGMC / Board‐level materials
• Strong analytical thinking paired with pragmatism

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