Organization: At CommBank, we never lose sight of the role we play in other people’s financial wellbeing. Our focus is to help people and businesses move forward to progress. To make the right financial decisions and achieve their dreams, targets, and aspirations. Regardless of where you work within our organisation, your initiative, talent, ideas, and energy all contribute to the impact that we can make with our work. Together we can achieve great things.
Your Role & Impact: This role is responsible for designing, maintaining, and operationalizing competitive, equitable, and data‑driven compensation and rewards frameworks aligned with business strategy. The incumbent will drive people analytics across rewards and workforce metrics, ensure strong governance and compliance, and leverage HR systems to deliver accurate insights at scale.
Your Reporting Lines: The role position reports into the Head – Total Rewards
Your skills and experience:
8–10 years of experience in Total Rewards, Compensation & Benefits, or People Analytics.
Strong quantitative modelling and scenario analysis skills.
Ability to translate data into clear, compelling narratives for senior leadership.
High standards of accuracy, confidentiality, and governance.
Ability to influence senior stakeholders and challenge constructively.
Strong program and change management capability.
Working knowledge of pay equity frameworks and regulatory considerations.
Workday, Power BI, Tableau (Python/R a plus)
Survey platforms: Aon (Mercer/WTW exposure beneficial)
Collaboration tools: SharePoint, Teams, Jira
Advanced Excel (including macro development)
Your responsibilities:
1. Compensation & Rewards
Maintain and evolve job architecture, pay ranges, and leveling frameworks across the organization.
Conduct market benchmarking using Aon, Mercer, and WTW surveys; recommend salary structures and premiums for critical roles.
Support the design and execution of variable pay plans, retention programs, “Thank You” awards, and enterprise recognition frameworks.
2. Career Architecture & Workday
Collaborate with Global Rewards and Career Architecture teams to ensure up‑to‑date ranges and structures.
Conduct regular analyses related to remuneration design, delivery effectiveness, and STVR (Short‑Term Variable Remuneration).
Align structural changes (PACE, pseudo layers, organizational redesigns) with Workday configuration.
Ensure data accuracy and integrity in Workday through periodic audits, validations, and issue resolution.
3. Annual Pay Review (APR)
Support budgeting, forecasting, and skills‑based differentiation for the Annual Pay Review.
Project manage merit, promotion, and STVR cycles end‑to‑end, including budget tracking, approvals, compensation letters, and retrospectives.
Develop guidelines, guardrails, and manager toolkits to enable consistent and equitable pay decisions.
Provide leadership insights on gender pay equity, compa‑ratio distribution, and pay progression health.
4. Incentives & Recognition
Support design and governance of management bonus plans and deferred variable pay for senior leadership.
Drive enterprise “Thank You” and recognition programs, tracking adoption, ROI, and engagement impact.
5. Analytics & Insights
Build and maintain dashboards covering pay equity, compa‑ratio, range penetration, distribution curves, and gender pay gap.
Design and automate dashboards for scalability, accuracy, and leadership consumption.
Provide scenario modelling, cost analysis, and decision support to HRBPs and business leaders.
Storyboard and deliver leadership dashboards and insights from Pulse surveys, attrition trends, and workforce analytics.
6. Governance & Compliance
Ensure internal equity, pay parity, and adherence to statutory and regulatory requirements.
Maintain SOPs, compensation policies, audit documentation, and governance frameworks.
Conduct routine Workday and data audits, highlighting risks and coordinating remediation with relevant teams.
7. Stakeholder Partnership
Partner with HRBPs on complex talent actions and with Talent Acquisition on offer governance and approvals.
Deliver training for managers on rewards philosophy, pay decision‑making, and compensation tools.
Conduct remuneration and range trainings for TA and HR Delivery (HRD) teams.
Collaborate with Payroll and Finance during the Annual Remuneration Review cycle.
Education qualification:
Master’s degree from a Tier‑1 institution; MBA/PGDM in HR, Analytics, or related field preferred.
Good to have: Background in Statistics or quantitative disciplines.
If you're already part of the Commonwealth Bank Group (including Bankwest, x15ventures), you'll need to apply through Sidekick to submit a valid application. We’re keen to support you with the next step in your career.
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