We continually strive to help our workforce achieve their professional and personal goals, engaging them in challenging and inspiring projects.
The Remuneration, Benefits & Mobility Principal Specialist is responsible for the design, delivery and governance of EOS's global reward, benefits, incentive and mobility frameworks. The role ensures remuneration practices support business strategy, market competitiveness, internal equity and compliance across EOS's global operations.
Working closely with the senior HR team, the successful candidate will lead the development, implementation and ongoing maintenance of the EOS Job Architecture, ensuring a robust and scalable framework that supports remuneration, career pathways, workforce planning and organisational growth. The role will also provide strategic advice and insights to support workforce and business decisions across the organisation
The role is responsible for leading the annual remuneration review process, including remuneration benchmarking, salary structure design and job evaluation using Korn Ferry methodology. It also oversees incentives, bonus and commission programs, the review and management of global benefits, and the coordination of expatriate and international mobility arrangements.
The role provides specialist advice, delivery leadership and governance across executive remuneration inputs, pay equity analysis, remuneration compliance, benefits governance and global mobility management, ensuring EOS’s reward programs are well governed, commercially sound, compliant and aligned to business needs across jurisdictions.
Key Responsibilities
1. Remuneration, Reward & Benefits Management
- Lead the delivery of EOS's annual remuneration review process, including remuneration benchmarking, salary analysis and reward recommendations.
- Manage the administration and governance of the EOS STI and LTI bonus program, commission programs and other incentive programs to ensure consistent and equitable outcomes.
- Review and maintain global employee benefits programs, ensuring they remain competitive, cost-effective and aligned with business needs.
- Support the development and implementation of reward policies, frameworks and practices across EOS.
- Lead executive remuneration analysis, benchmarking and incentive modelling, preparing recommendations and governance materials for senior leadership review.
- Lead pay equity analysis and remuneration compliance activities, including gender pay gap review, equal pay considerations and jurisdiction-specific reward obligations.
- Manage benefits review, renewal and provider activities, including broker, insurer and vendor engagement, cost analysis and recommendations for benefit harmonisation.
- Partner with Finance to prepare remuneration and benefits cost analysis, support annual reward forecasting and provide insights for workforce cost planning.
2. Job Architecture & Job Evaluation
- Support the development and ongoing maintenance of the EOS Job Architecture framework.
- Apply Korn Ferry methodology to evaluate roles and maintain consistency in role levelling, grading and remuneration decisions.
- Partner with global HR teams and business leaders to provide advice on job design and position classification.
- Maintain job architecture data and documentation, ensuring alignment with organisational requirements and workforce planning activities.
3. Global Mobility & Expatriate Management
- Coordinate expatriate and international mobility arrangements, including relocation support, assignment terms and associated administration.
- Partner with internal stakeholders and external providers to ensure mobility arrangements are delivered effectively and compliantly.
- Provide advice and support to employees and leaders on global mobility and expatriate matters.
- Develop policy and processes to support mobility programs and recommend improvements to support employee experience.
- Manage global mobility governance and assignment processes, including assignment policy, relocation support and coordination of tax, immigration, social security and related risk considerations.
- Manage engagement with external tax, immigration, legal and relocation providers to support compliant and cost-effective international assignments and cross-border arrangements.
- Develop assignment cost estimates, mobility documentation and supporting recommendations for international transfers, relocations and expatriate arrangements.
4. Reward Analytics, Benchmarking & Continuous Improvement
- Conduct remuneration and benefits benchmarking to support market competitiveness and informed decision-making.
- Prepare reward analytics, reporting and insights for HR and business leaders. Monitor reward trends and emerging practices and provide recommendations for improvement.
- Identify opportunities to streamline reward, benefits and mobility processes and improve operational effectiveness.
- Own reward data quality, reporting standards and compensation-related system processes, including Workday data, salary structures, job levels and remuneration dashboards.
- Develop and maintain reward insights, dashboards and reporting to support workforce planning, pay equity review and remuneration decision-making.
- Drive opportunities to automate, simplify and improve reward, benefits and mobility processes across global HR operations.
