Job Description
HUB24 leads the wealth industry as the best provider of integrated platform, technology and data solutions. At HUB24, we know the smartest investments start with our people. We are innovative and ambitious, and we move fast.
At HUB24, we empower our employees to bring their ideas and creativity to work. Rather than getting bogged down in bureaucracy and red tape, we build a culture that supports our team members to have a real impact on our business and the success of our customers.
HUB24 Limited is a company listed on the Australian Securities Exchange (ASX: HUB)
THE HUB24 STORY
We think creatively and we’re not constrained by traditional thinking or barriers to success. We’re led by experts, realists with ideas, grounded in commercial reality who are bold enough to visualise the future a little differently and to advocate for what matters to our clients. We are here to lead change and are committed to empowering better financial futures for more Australians.
Benefits and Life at HUB24
Learn more about our employee benefits HERE.
Job Summary:
This role partners closely with People Leaders and People Partners to deliver market‑competitive, equitable remuneration and benefits outcomes across the business. It has end‑to‑end accountability for remuneration reviews, incentive program design and governance (STI and LTI), and reward frameworks, while providing insights, reporting, and benefits management to support workforce planning and executive decision‑making.This role could be performed on a flexible or part time basis – please let us know in your application what flexibility arrangements would be effective for you and support you to do your best work at HUB24.
Responsibilities:
Maintain and evolve remuneration and benefits policies, frameworks, and approval guidelines aligned to business needs, risk appetite, and regulatory requirements.
Provide practical, evidence‑based advice on remuneration for new hires, promotions, lateral moves, and retention initiatives.
Partner with People & Culture and business leaders to embed fair, consistent, and market‑aligned reward outcomes.
Lead job evaluation, role levelling, benchmarking, and internal equity analysis; recommend salary ranges and adjustments.
Own the planning and delivery of the annual remuneration review cycle, including governance, modelling, moderation, communications, and implementation.
Design, manage, and govern incentive programs (STI, LTI, and employee share schemes), including modelling, eligibility, documentation, and reporting.
Produce clear reward analytics and reporting to support workforce planning, pay equity reviews, budgeting, and executive decision‑making.
Draft and present Executive and Board‑level papers on reward strategy, remuneration cycles, and incentive outcomes.
Manage benefits programs and vendor relationships to deliver value, operational excellence, and a positive employee experience.
Requirements:
Demonstrated experience in remuneration, reward, and benefits, ideally within a complex or regulated environment (e.g. financial services).
Hands‑on experience with job evaluation, role levelling, and benchmarking against market data and job family frameworks.
Strong analytical capability, including remuneration modelling, scenario analysis, and interpretation of market and internal equity data.
Experience managing benefits providers and vendors, including selection, reviews, renewals, and ongoing performance management.
Proven ability to build strong, trusted relationships with stakeholders and confidently influence remuneration and reward decisions.
Ability to translate complex reward data into clear insights, recommendations, and executive‑ready papers.
High level of integrity, discretion, and judgement when handling sensitive remuneration information.
Strong attention to detail with the ability to manage multiple priorities and deadlines, particularly during annual review cycles.
Commercial mindset with a balanced focus on employee experience, market competitiveness, cost, and governance.
Continuous improvement approach, with a track record of enhancing reward processes, systems, or frameworks.
The Recruitment Process
Acknowledgement email once your application has been submitted.
Our Talent team will start reviewing your application. If unsuccessful, you will be notified.
If your application progresses to the next stage, our Talent team will be in touch to discuss your alignment with the role.
If you’re a person with an impairment or disability, this is an opportunity to share with us any accessibility requirements that you may have for the role.
Should you require any accommodations to the recruitment process, please email [email protected], and one of our team will contact you.
Interviews can happen virtually or face-to-face with the hiring manager or other members of the broader team. Depending on the role, there may be more than two interviews.
Communication of outcomes to successful and unsuccessful candidates and feedback provided.
*As part of our process, a police check will be conducted on all successful candidates*. Further details on our HUB24 Group Recruitment Privacy Collection notice can be found here.
2024 Circle Back Initiative Employer – we commit to respond to every applicant.
Endorsed by WORK180, we are proud to be recognised as an employer of choice for women.
We have been nominated and placed on the BOSS Best Places to work list.
Seek Star Awards 2024 - Nominated as a finalist for the Best Employer Brand Initiative
HUB24 is an equal opportunity employer. We are committed to creating an inclusive environment where diverse perspectives are valued and every individual is treated with respect. We welcome applications from people of all backgrounds, including Aboriginal and Torres Strait Islander peoples, people with disabilities, people from culturally and linguistically diverse communities, and people of all gender identities and sexual orientations. If you require adjustments to the recruitment process or have accessibility requirements, please let us know – we’re here to support you