Head, Rewards and Performance Management

• Human Resource Management or related
• > 10 years in Human Resource, with >5 years in Management Role.

Area of Experience

Rewards and Performance Management Roles within Professional Services Providers (Consulting & Advisory), as well as Corporate (Practice)

• Able to bring Credibility to the function through leadership skills as well as project the highest levels of Integrity.
• Able to build good relationships and engage with BODs, C-suite, Business Unit leaders, Management and stakeholders, to drive Rewards & Performance strategies.
• Strong analytical and technical skills to interpret voluminous data and variables. Ability to develop innovative solutions to complexed inter-linked problems.
• Mature and able to manage multiple tasks effectively and efficiently, work under pressure and meet tight deadlines

• Develop Group Remuneration program and drive a culture of recognition and innovation.
• Develop tailored remuneration packages (mix of fixed, variable and incentives) for specific aviation job families, Pilots, Cabin Crew, Engineers, Technicians, Sales, tied to specific business results.
• Develop strategic insights of the Job market of aviation talents and direction to develop cost competitive reward strategies that attract and retain talent.
• Use Data Analytics to develop reward programs that are impactful, whilst aligning with budget and People strategies.
• Raise the level of Rewards Competencies of HCBD, Business Unit Leaders & Management to help drive the Reward policies.
• Enhance Employees awareness on Total Value of rewards.
• Maintain relationships and network with external professional advisors, specialists, consultants and industry peers. Gain market latest, best practices, insights, trends and benchmarks.
• Managing International Stations Salary, Benefits, Pensions policies, in line with local regulations.
• Advising Industrial Relations, in Collective Agreement negotiations (Japan, Korea, Australia, N.Zealand, UK, AWUS, ATWUS).

• Raise the level of appreciation and accountability of Performance Management; increase the frequency and effectiveness of Performance conversations/ discussions, towards a Performance based Culture.
• Oversee the alignment of Key Performance Indicators, Key metrics, Core competencies/skills and Core values into the Performance Management system. Ensure alignment and cascading of Corporate KPIs to support the link to employees performance and ensure impact on organizational performance.
• Enhance the skills, knowledge, ability and responsibilities (capacity building) of Business Unit Leaders to enable them effectively use the Performance Management system
• Develop and drive polices on consequences related to Performance Evaluation results
• Drive an effective Performance Improvement Plan (PIP)
• In liaison with HC Systems to ensure the enhancement of the IT system needed to support the Performance management activities, and Performance related Data analytics.

• Human Capital Director

• Develop and Drive MAG Group-wide Pay, Rewards and Recognition Strategies & Policies, and Performance Management Strategic framework & Policies, aligned to People & Company Strategies to drive Performance and Productivity.