We're reimagining the way Australians live, work, and play. We own and manage some of the most recognisable and loved retail destinations across Australia.
We’re evolving our portfolio into destinations that offer a broad selection of retail, residential, and office spaces. Through our diverse portfolio, data-led decision-making, and nationwide development pipeline, we do things differently.
We are Vicinity.
Role purposeThe key purpose of the role is to lead the design, development and delivery of all performance and reward programs, policies and frameworks across the organisation, ensuring appropriate alignment and integration with broader people and business objectives and strategies. As the lead and subject matter expert, this role ensures that the performance and reward programs are competitive, practical and fit for purpose in order to drive talent attraction, retention and engagement.Key AccountabilitiesPeople Leadership
- Undertake people leadership duties in accordance with Vicinity’s People Leader Responsibility standards.
Remuneration Governance & Policy
- Lead the review and implementation of guidelines, policies and frameworks relating to performance and reward.
- Make recommendations relating to new and changed governance policies and processes, coordinating change approvals from Senior and Executive leaders, RemCo, etc.
- Deliver effective remuneration governance by ensuring remuneration offers and changes are aligned to Vicinity’s policies and frameworks and exceptions are managed appropriately, across fixed, variable and one-off pay elements.
- Lead delivery of stakeholder education relating to organisation remuneration policies and governance processes for offers, and remuneration changes.
- Support the adoption of an organisational mindset that considers both affordability and true market competitiveness with remuneration expectations of existing and future talent.
- Ensure remuneration and job classification frameworks are effectively developed, evolved and maintained.
- Oversee and deliver job benchmarking and classification of new and revised jobs.
Remuneration Insights & Education
- Lead remuneration insight efforts across cyclical and ad hoc survey processes.
- Ensure market and industry insights are considered and incorporated into internal performance and reward practices where relevant.
- Partner with internal people teams to ensure appropriate system configuration and business processes are in place to support delivery of cyclical and ad hoc insight survey processes.
- Communicate relevant insights with the people team and organisational leaders where appropriate.
- Develop and foster relationships with survey providers, consultants and industry peers.
- Seek opportunities to provide awareness and education to team members at all levels regarding Vicinity’s remuneration practices and philosophy, as well as property and general industry reward practices.
Performance Management Design & Delivery
- Partner with people teams to ensure performance management frameworks and processes are effective and support high performance of individuals, teams and the wider organisation.
- Leverage industry performance insights to support internal design efforts.
- Deliver cyclical performance processes across the organisation and ensure effective information, education, and tools are in place.
- Work with HRIS and shared services teams to configure performance scorecards, workflows and reporting.
- Develop and share performance timelines that align with organisational objectives.
- Ensure performance and remuneration frameworks and philosophies, including fixed and variable programs, are integrated and drive appropriate reward for performance outcomes.
- Plan and deliver annual cyclical reward processes and activity across the organisation.
- Contribute to and support RemCo and board proposals to support annual TFR increase budgets, including collating market insights and internal salary positioning to market.
- Lead communication of requirements, timelines and expectation of senior leaders and other stakeholders regarding the annual remuneration process.
- Work with the HRIS to ensure system configuration and readiness.
- Drive ongoing process improvement through PIR and other feedback processes.
- Assist with processes and communications relating to LTI and deferred STI securities.
- Oversee and support delivery of the Sales Incentive Plan for designated teams, ensuring plan design is incentivising individual and team performance and outcomes, aligned to the wider STI plan.
- Lead Vicinity’s recognition program, liaising with various teams and senior leaders to ensure effective delivery and organisational alignment of outcomes.
- Lead the development of Vicinity’s benefit offering and management and coordination of core benefit programs.
- Deliver the annual employee share scheme program and partner with internal teams and share plan administrator to deliver allocations and communication.
- Liaise with shared services, talent acquisition and communications to ensure effective program administration.
Key Role Relationships
- People Leadership Team
- People Business Partners
- Senior Leadership and People Leaders
- Shared Services
- HRIS
- Payroll
- External Remuneration Consultancies
- External Vendors
- External Industry Associations
Experience & Capabilities
ESSENTIAL EXPERIENCE (what you have done)
- 8+ years’ experience as a performance and remuneration specialist, ideally in an ASX organisation, including 2-3 years functional and/or people leadership experience.
- Experienced working with complex data and generating meaningful remuneration insights to support performance and reward program development and management.
- Experience working with general human resource management principles and concepts and experience supporting policies and frameworks and providing sounds advice to stakeholders.
CRITICAL KNOWLEDGE (what you need to know)
- Expert knowledge across the full range of performance and reward concepts and principles.
- Well-developed know-how aligning organisational performance and reward frameworks to broader organisational objectives.
- Detailed knowledge of HRIS programs and functionality across general HR and performance and reward.
CAPABILITIES (what you can do)
- Internal remuneration consulting.
- People program management.
- Highly proficient MS excel and similar data analysis tools.
- Strong stakeholder management capability.
- Skilled with providing recommendations for continuous improvement and development of processes, practices.
- Strong influencing capabilities.
PERSONAL ATTRIBUTES (who you are)
You consistently demonstrate and role model the behaviours that bring the Vicinity values to life:
Respect:
- We listen to and acknowledge each other's views
- We have difficult conversations with care
Integrity:
- We back our words with the right actions
- We do the right thing, no matter the situation
Customer Focus:
- We nurture a genuine connection with our customers
- We consider customer needs when making decisions
Collaboration:
- We invite the right people to the table
- We balance consensus with decisive actions
Excellence:
- We always strive to improve
- We share our challenges and celebrate the wins
Our benefits program focuses on creating an awesome place to work in which our people are rewarded and recognised. This includes:
Flexible working options
Birthday leave & purchased additional leave
$1,000 worth of VCX securities rewarded for eligible team members
Generous Parental Leave
We live and work by our values of Respect, Integrity, Customer Focus, Collaboration and Excellence. They are the foundation to everything we do and provide us a north star with which we can shape meaningful places where communities connect.
At Vicinity we embrace and celebrate diversity and are committed to creating an inclusive work environment where we attract, retain and develop our people regardless of gender identity, ethnicity, sexual orientation, disability and age. Applications are encouraged from all sectors of the community and we strongly encourage applications from the Aboriginal and/or Torres Strait Islander community.
We are aware of current limitations with our website accessibility and are working towards improving this. Should you experience any issues accessing information in this job advertisement or the application form, and require this in an alternate format, please contact our Talent Acquisition Team. Similarly, if you would like to discuss workplace accessibility, any reasonable adjustments we can make to better support you during the recruitment process, or your potential future role please reach out to our Talent Acquisition team:
Email: [email protected]
Phone: +61 3 7001 4000 (request to speak to our Talent Acquisition team)
Note: To be eligible to apply for this position, you must have existing, relevant Australian work rights. At the later stages of the recruitment process the shortlisted candidate/candidates will be required to undergo a Criminal History Background/Police Check as a mandatory part of the process. Additional qualification checks may also be required dependant on role and level.
