Head of Organisational Effectiveness and Reward at Renmoney

Job Description

• The Head of Organisational Effectiveness and Reward will develop and implement strategies for employee compensation, benefits, and performance while driving positive organisational change.
• This senior-level HR leader designs policies and initiatives that attract, motivate, and retain top talent to align with the company’s overall business objectives.
• The role combines compensation strategy, people analytics, and organizational design to support business performance, cost efficiency, and long-term growth.

This job is perfect for you if you

• Are passionate about building effective organisation that align structure, rewards, and talent to business goals.
• Thrive in an environment where strategic thinking, data-driven decision-making, and people-centered leadership intersect.
• Excel at collaborating with senior leaders and influencing organisational transformation through evidence-based HR strategies.

You will not enjoy this job if you

• Prefer tactical HR operations over strategic impact.
• Are uncomfortable driving change or influencing at senior levels.
• Avoid data analytics, bench marking, and performance metrics in your work.

What you’ll do
Organisational Effectiveness:

• Lead change management: Develop and execute change management initiatives to support the organisation through transitions like restructuring, mergers, or process improvements.
• Drive organisational design: Partner with senior leaders to analyse and optimise the company’s structure, processes, and roles to improve performance and efficiency.
• Develop optimal organisational structure: Create and implement an optimal organisation structure with senior leaders, ensure all jobs have descriptions, and conduct job evaluation and grading frameworks that align with business objectives and promote a culture of accountability and high performance.
• Benchmark industry standards: Conduct industry bench marking across talent, rewards, and other practices to ensure competitiveness and maintain an attractive workplace.
• Track productivity in line with business objectives: Coordinate business planning meetings, track productivity per employee and other required ratios, coordinate people productivity dashboards, and develop productivity models.

Rewards and Compensation:

• Design total rewards strategy: Develop a comprehensive strategy that includes compensation, benefits, and recognition programs to create a competitive and equitable rewards system.
• Manage compensation plans: Oversee the design and administration of all compensation programs, including salary structures, incentive plans, bonuses, and equity programs. Partner with Finance to model cost implications of headcount and reward decisions and track cost per headcount, reward spend, and ROI on incentive programs.
• Ensure compliance: Maintain adherence to all relevant regulations concerning compensation and benefits.
• Conduct market analysis: Perform regular bench marking and market research to ensure compensation and benefits remain competitive within the industry and local labour markets.

People Analytics & Reporting:

• Build dashboards and reports that connect HR metrics (turnover, productivity, cost, engagement) to business outcomes.
• Use data to forecast workforce needs, measure efficiency, and identify trends.

Requirements
What you bring

• Educational background: A Bachelor's or Master’s Degree in finance, Human Resources, Business Administration, Organizational Development, or a related field.
• Proven leadership experience: Extensive experience in a senior-level HR role with a focus on compensation, benefits, and organizational development.
• Analytical skills: Ability to leverage data and HR metrics to inform strategy, evaluate program effectiveness, and drive data-driven decisions.
• Strategic thinking: A proven ability to connect rewards and organizational initiatives to broader business goals.
• Communication and influence: Excellent communication, presentation, and negotiation skills to build consensus and influence stakeholders at all levels.
• Change management expertise: Strong experience in leading and navigating complex organizational change.
• Regulatory knowledge: In-depth understanding of relevant labor laws, compliance requirements, and market trends.

Success indicators:

• Reward programs are market-aligned, performance-driven, and cost-efficient.
• Improved organizational structure and clarity of roles.
• Increased productivity per headcount and reduced key-person risk.
• Leadership trust in HR insights and analytics for business decisions.
• Positive employee sentiment toward fairness and transparency in rewards.

Benefits

• Meaningful work: You’ll help design systems that recognise, empower, and retain exceptional people.
• Competitive compensation and benefits that reward performance and impact.
•  Health insurance coverage for you and your dependants, ensuring peace of mind.
•  Learning and development support. 
•  Collaborative, people-first culture where your voice matters and your ideas shape business outcomes.