About APRA
Australian Prudential Regulation Authority (APRA) was established in 1998 as an independent statutory authority that supervises almost 1,200 financial institutions that manage $8.6 trillion in assets for Australian depositors, policyholders and superannuation fund members across the banking, insurance and superannuation sectors.
APRA serves the Australian community by helping ensure financial institutions deliver on the financial commitments they make, within a stable, efficient and competitive financial system. As the prudential regulator at the heart of Australia's financial services industry, we are accountable to the Australian Parliament and work closely with the Australian Treasury, the Reserve Bank of Australia (RBA) and the Australian Securities & Investments Commission (ASIC).
The role
Initially reporting to the Chief People Officer, this role will support the Performance cycle, and drive the related Remuneration cycle and related programs of work.
The team
The Chief of Staff and Enterprise Services (ChES) division of APRA is integral to the organisation, managing its financial, people and operations to ensure strategic alignment, effective communication and robust governance. People & Culture (P&C) drives and cultivates an agile and engaged organisation, partnering with its leaders to deliver high quality people programs and an engaged workforce. P&C plays a pivotal role in sustaining APRA's strong foundations of expertise and insights. We continuously strive to equip our people with capability, skills and systems wide perspective to ensure we meet our aspiration as a future-ready regulator.
Key responsibilities Collaborate with relevant teams in P&C to deliver processes relating to cyclical performance and remuneration program, and the annual cycle, advocating for continuous improvement; Drive related processes, including job architecture, cyclical performance reviews and remuneration structure across APRA; Be accountable for managing the remuneration tool, including the simplification project in preparation for the FY25 Remuneration Review, then support the P&C team in the review and development of the performance and remuneration framework; Identify, review and implement continual improvements to the performance and remuneration-related policies, processes and practices; Establish agreed service level agreements with P&C and key internal stakeholders to ensure a structured approach to performance and remuneration activities and cycle; Embed monitoring and control mechanisms to enable a consistent approach to all responsibilities, related decision-making and increased data integrity; Work closely with P&C leadership teams to ensure the needs of each Business Unit are addressed and develop solutions which are fit for purpose. About you Extensive experience in a P&C role, with a specialisation in performance, recognition, benefits and remuneration; Passionate and knowledgeable about emerging trends in employee experience and P&C technologies, particularly in relation to performance and remuneration; Experience in the delivery of P&C activities, including cyclical performance and talent, employee recognition, benefits, and remuneration; Demonstrated skills and experience, and proven capacity develop and deliver performance and remuneration strategies, programs and initiatives; Project coordination with capacity to influence through change management; A strong understanding of themes and trends in the remuneration sector across enterprise organisations; Experience with survey market data analysis, competitive benchmarking and remuneration structure development; Excellent stakeholder, organisational, self and priority management skills; Sound experience in dealing with a diverse range of people at all levels of the organisation; A forward planner with the ability to dive into detail to derive key insights from business reporting but also scan the horizon for emerging opportunities; Exceptional presentation, written and verbal communication skills; Demonstrated Intermediate to Advance Excel skills with experience in remuneration modelling, forecasts and relevant tools. To work with us, you must be an Australian citizen with eligibility to gain a Baseline Security clearance through the Australian Government Security Vetting Agency.
Why Work for APRA
In overseeing the safety and stability of the financial system, we seek to recruit, develop and retain highly skilled professionals with the highest standard of integrity, who want to help shape financial services and protect the financial wellbeing of the Australian community.
Whether you're a graduate looking to kick-start a financial sector career, or an experienced professional seeking a new challenge, joining APRA is a prudent move.
We recognise the skills, experience and commitment that our staff bring to their professional lives, and we seek to reward them accordingly. We also recognise that for our staff to be able to perform at their best, we need to ensure that they are able to bring their best selves to work. Our commitment to wellbeing is having engaged people supported by resilient leaders within a values-aligned culture.
At APRA, we're committed to providing an inclusive workplace where everyone belongs, feels valued and respected. We aspire to attract and foster diversity of background, thought, and experience, recognising that a broad range of perspectives, approaches and ideas makes us stronger, and better enables us to meet our obligation to protect the financial wellbeing of the Australian community. If you need any adjustments during the recruitment process, please inform at application stage so we can do our best to accommodate your requirements.
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