Group Head of Performance & Rewards

The Group Head of Performance and Rewards is responsible for designing, implementing and continuously evolving Arada’s global performance and total rewards strategy. The role ensures that compensation, benefits, performance management, and recognition frameworks are aligned with the company’s business strategy and support the attraction, motivation, and retention of high-performing talent across all divisions.This position will establish a high-impact Centre of Excellence for Performance and Rewards, ensuring that all reward and performance frameworks drive business performance, reinforce the organization’s culture, and support Arada’s growth across its diversified portfolio of businesses including real estate development, hospitality, entertainment, industrial operations, fitness, wellness, and medical services.The role balances both intrinsic and extrinsic motivators to create a high-performance culture supported by fair, competitive, and transparent reward practices. The role will collaborate closely with PX Business Partners and Talent teams to ensure effective implementation across all business units.PRIMARY RESPONSIBILITIESDevelop and lead a global Total Rewards strategy aligned with Arada’s growth plans and workforce strategy.Responsibilities include:Designing a globally consistent but locally adaptable compensation frameworkEnsuring reward strategies support talent attraction, retention, and performance outcomesAligning reward philosophy with Arada’s Employer Value Proposition (EVP)Creating reward frameworks appropriate for multiple business models including:Hospitality and EntertainmentIndustrial and Manufacturing OperationsFitness and Wellness servicesMedical and Longevity servicesEnsuring reward programs remain cost-effective, sustainable, and competitivePerformance Management StrategyDevelop and embed a modern performance management framework that supports a culture of accountability, feedback and high performance, linked to total rewards.Responsibilities include:Designing Arada’s global performance philosophyImplementing goal setting frameworks aligned to business strategyDriving clear objective alignment from leadership to frontline teamsDesigning annual performance cyclesEmbedding continuous feedback cultureDeveloping frameworks for performance improvement planningCoaching leaders on effective performance conversationsIntegrating performance management with reward and career progressionEmployee Benefits StrategyLead the design and management of Arada’s global employee benefits programs to ensure they support employee wellbeing and market competitiveness.Responsibilities include:Designing global benefits strategy aligned with our people’s needsManaging benefits across diverse sectors including operational and corporate rolesEnsuring benefits reflect wellbeing, financial security, and lifestyle needsVendor management for benefits providersBenefits optimization and cost analysisDevelopment of benefits communication and marketing strategiesContinuous evaluation of benefits effectiveness and personalization of benefitsPrograms include:Medical insuranceShort and long term disability coverLife insuranceWellness and preventative health programsLong-Term Incentive Plan (LTIP) Strategy and DesignLead the design and implementation of Long-Term Incentive Plans that align senior leadership and critical talent with the long-term value creation of the organization.Responsibilities include:Designing LTIP frameworks for senior executives and key leadership populations across Arada’s global businesses.Developing incentive structures that align leadership behavior with long-term strategic outcomes, profitability, and enterprise value creation.Creating tailored LTIP models for different business lines, including:Hospitality and EntertainmentIndustrial and Manufacturing OperationsFitness and Wellness servicesMedical and Longevity servicesDetermining the most appropriate incentive instruments, which may include:Cash-based long-term incentivesEquity participation programs (where appropriate)Establishing clear performance metrics linked to enterprise and business unit performance, such as:EBITDA growthproject profitabilityreturn on invested capitalEnsuring strong governance around LTIP eligibility, vesting schedules, performance conditions, and payout mechanisms.Partnering with Finance and executive leadership to ensure alignment with capital structure and long-term value creation objectives.Designing communication strategies so that LTIP programs are clearly understood and motivating for participants.IPO Readiness and Executive Reward StructuringSupport the organization in building reward frameworks and performance governance structures that prepare the business for a potential future Initial Public Offering (IPO) or other liquidity event.Responsibilities include:Designing reward structures that align with public market governance standards and investor expectations.Establishing executive compensation frameworks ap