Head Of Performance And Recognition

Head of Performance and Recognition
Westpac Banking Corporation Sydney, Australia Head of Performance and Recognition
Westpac Banking Corporation Sydney, Australia Posted 4 days ago Permanent Competitive

Head of Performance and Recognition

Job Description

How will I help?

As the Head of Performance and Recognition, you will be responsible for developing and embedding effective Performance and Recognition strategies across Westpac Group to drive a culture focused on customer service, great performance outcomes and risk confidence. This critical role will deliver business outcomes, by engaging our people to perform in their roles.

You will be a key member of the Reward, Performance & Accountability team, a Centre of Excellence within Human Resources, who design and implement strategies that have a strong impact on business performance, culture and our People Promise. You will work closely with your HR colleagues and internal business customers to ensure our strategies and frameworks drive the right outcomes and experiences for both our people and customers. You will also hold extensive relationships at senior levels across the Group in key functions such as Finance, Strategy and Risk.

Reporting to the General Manager, Reward, Performance and Accountability, as the Head of Performance and Recognition, you will design and lead performance management activities and processes for CEO, Group Executives, General Managers and other specified roles. Here the focus will be on driving quality scorecards and objectives aligned to business priorities. You will design and embed the performance management framework which considers the broad ecosystem of Performance tools and ensure regulatory and stakeholder requirements are met. This includes communicating the various phases of the performance management cycle, ensuring effectiveness, and monitoring compliance.

Working closely with the Culture, Capability & Talent team, you will collaborate on the design, tools and actions to uplift leader capability and to set clear expectations, give feedback and coach employees for performance. In collaboration with other HR teams, you will develop and embed frameworks and tools to address underperformance. You will define business requirements for relevant HR systems and reporting. This includes interactions with other HR systems and processes (reward, talent, recognition etc), and ensuring their operational effectiveness.

As the Head of Performance and Recognition, you will ensure recognition frameworks, systems and processes are integrated and operating effectively, including through third party vendors and HR Service Centre. You will also prepare external reporting on executive performance outcomes, all employee risk, conduct/compliance performance, and Recognition outcomes.

What's in it for me?

You'll play a significant part of the future of a business that has been around for 200 years. Our purpose is to create better futures together. So, we'll back you in the development of your career, internal career prospects, and flexible working. You'll also keep learning to grow, backed by a fantastic team of people with a can-do, supportive structure. Whatever shape your family takes, we offer generous paid and unpaid parental leave for your nominated primary and support carers. This includes leave to organise adoptions, surrogacy, and foster care arrangements. And we continue to pay your super contributions while you take all the time you need to get your new family settled.

What do I need?

You will have substantial performance management experience at a group-wide level in your background. You will be familiar with working at a large regulated organisations knowing how to navigate complex environments. You will hold demonstrable experience in the development and delivery of Performance management strategy and frameworks to support business performance. You will also have experience developing and embedding strategies and frameworks to support desired culture shifts, with a focus on behaviours that underpin customer, performance, and risk outcomes. Ideally you will have experience developing executive performance goals / scorecards in complex regulated environments. You're passionate about thought leadership in performance management, and are comfortable producing and presenting recommendations to Executives to establish a culture that positively supports behaviours that underpin customer, performance, and risk outcomes. With a track record of building trusted relationships and complex problem solving, you thrive in providing commercially driven innovative thinking and have a passion for driving performance based cultural change.

What is it like to work there?

We aim to provide one big, supportive team to help us achieve our purpose of creating better futures together. As well as competitive remuneration and a great culture, joining the Westpac family means you will get some of the best banking, wealth and insurance benefits in the market.

We back our employees by helping them work towards industry-recognised qualifications, using online learning, training modules and career planning tools for you to grow with us. We will even pay you to do volunteer or community work.

As an equal opportunity employer, we are proud to have created a culture and work environment that values diversity and flexibility - and champions inclusion.

How do I apply?

Start here. Just click on the APPLY button.

At Westpac we are committed to providing a supportive culture and creating diverse, inclusive, and accessible workplaces, branches, products and services for our customers, employees, and community. This role is open to experienced candidates seeking a discussion around workplace flexibility. We invite candidates of all ages, genders, sexual orientation, cultural backgrounds, people with disability, neurodiverse individuals, and Indigenous Australians to apply. If you have questions about the recruitment process, please email

Do you need reasonable adjustments during the recruitment process?

We can provide reasonable adjustments for individuals with disability and/or neurodiversity. If you require an adjustment to be made during the recruitment process at any stage, please call Option 2.3 or email

Please ensure you have spoken to your People Leader before submitting your application.

Our people are our highest priority, and we are committed to placing our redeployees in available roles before we review other applicants.

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