Reporting to the Head of HR, the Senior Manager, Workforce Rewards and Analytics is responsible for shaping workforce sustainability and effectiveness across the organisation. 

The role leads the design of rewards strategies, workforce analytics, workforce planning and productivity initiatives to ensure the organisation attracts, retains and deploys talent effectively while maintaining financial sustainability. 

As a strategic partner to business leaders, Finance and Operations, the role translates workforce insights into actionable recommendations that improve organisational performance, employee experience and care outcomes. 

Key Responsibilities: 

Workforce Rewards & Total Rewards Strategy 

● Develop and implement compensation and benefits strategies aligned to organisational objectives and workforce needs. 

● Lead annual salary review, bonus and incentive programmes. 

● Conduct market benchmarking and remuneration analysis to ensure competitiveness and internal equity. 

● Review and enhance benefits programmes to support employee wellbeing, attraction and retention. 

● Develop differentiated reward strategies for critical workforce segments. 

● Support executive remuneration and governance processes where applicable. 

Workforce Planning & Analytics 

● Lead strategic workforce planning initiatives to identify future workforce requirements and risks. 

● Develop workforce demand and supply models for key workforce segments. 

● Build workforce dashboards and analytics to support decision-making. 

● Analyse workforce trends including attrition, recruitment, absenteeism, productivity and labour costs. 

● Generate workforce insights and recommendations for senior leadership and Board discussions. 

● Develop predictive analytics capabilities to identify emerging workforce challenges. 

Productivity & Workforce Optimisation 

● Partner management team to identify opportunities for workforce productivity improvement. 

● Lead organisation design and job redesign initiatives.

● Review workforce structures, spans of control and role effectiveness. 

● Drive workforce optimisation projects through process simplification, technology enablement and automation. 

● Support workforce transformation programmes and operating model redesign. 

● Conduct workforce and organisational health assessments. 

Strategic Advisory 

● Act as trusted advisor to business leaders on workforce strategy, rewards and productivity matters.

● Partner Finance on labour cost forecasting, budgeting and workforce investment decisions. 

● Present workforce insights and recommendations to Executive Leadership and Board Committees.

Experience 

● 8–12 years of experience in Compensation & Benefits, Workforce Planning, HR Analytics or Organisation Effectiveness. ● Experience partnering senior business leaders and Finance stakeholders. 

● Experience in workforce transformation, organisation design or productivity initiatives. 

● Experience within healthcare, community care, social services, public sector or large service organisations is advantageous. 

Technical Expertise 

● Total Rewards and compensation design. 

● Workforce analytics and data interpretation. 

● Workforce planning methodologies. 

● Organisation design and job architecture. 

● Productivity and workforce optimisation frameworks. 

● Advanced Excel and workforce analytics tools. 

● Experience with Power BI or equivalent visualisation tools preferred. 

Other Competencies 

● Strategic thinking. 

● Commercial acumen. 

● Data-driven decision making. 

● Stakeholder management and influence. 

● Change leadership. 

● Ability to translate workforce insights into business outcomes.