ROLE PURPOSE:
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 RESPONSIBILITIES:
Global Total Rewards Strategy
Develop 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 framework
- Ensuring reward strategies support talent attraction, retention, and performance outcomes
- Aligning reward philosophy with Arada's Employer Value Proposition (EVP)
- Creating reward frameworks appropriate for multiple business models including:
-Real estate development
-Hospitality and Entertainment
-Industrial and Manufacturing Operations
-Fitness and Wellness services
-Medical and Longevity services
- Ensuring reward programs remain cost-effective, sustainable, and competitive
Performance Management Strategy
Develop 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 philosophy
- Implementing goal setting frameworks aligned to business strategy
- Driving clear objective alignment from leadership to frontline teams
- Designing annual performance cycles
- Embedding continuous feedback culture
- Developing frameworks for performance improvement planning
- Coaching leaders on effective performance conversations
- Integrating performance management with reward and career progression
Employee Benefits Strategy
Lead 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 needs
- Managing benefits across diverse sectors including operational and corporate roles
- Ensuring benefits reflect wellbeing, financial security, and lifestyle needs
- Vendor management for benefits providers
- Benefits optimization and cost analysis
- Development of benefits communication and marketing strategies
- Continuous evaluation of benefits effectiveness and personalization of benefits
Programs include:
- Medical insurance
- Short and long term disability cover
- Life insurance
- Wellness and preventative health programs
- Retirement planning
- Lifestyle benefits
Long-Term Incentive Plan (LTIP) Strategy and Design
Lead 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:
-Real estate development
-Hospitality and Entertainment
-Industrial and Manufacturing Operations
-Fitness and Wellness services
-Medical and Longevity services
- Determining the most appropriate incentive instruments, which may include:
-Cash-based long-term incentives
-Phantom equity
-Share appreciation rights
-Equity participation programs (where appropriate)
- Establishing clear performance metrics linked to enterprise and business unit performance, such as:
-EBITDA growth
-Revenue growth
-project profitability
-return on invested capital
-strategic milestone delivery
- Ensuring 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 Structuring
Support 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 appropriate for a public company environment.
- Developing incentive plans that support long-term shareholder value creation.
- Ensuring reward frameworks are structured to withstand scrutiny from:
-institutional investors
-compensation committees
-regulators
- Supporting the development of transparent pay governance frameworks, including:
-executive compensation disclosure readiness
-performance-based remuneration structures
-pay-for-performance alignment
- Partnering with Finance, Legal and the Executive Team to ensure reward frameworks align with capital strategy and shareholder value objectives.
- Creating scalable reward governance models suitable for a listed entity environment.
- Preparing the organization for potential Remuneration Committee oversight structures.
Technology and Digital Enablement / Performance Analytics and Insights
Lead the adoption of modern technology to enable performance and reward programs and establish strong data and reporting capabilities to evaluate the impact of reward and performance programs.
Responsibilities include:
- Implementing performance management technology platforms
- Leveraging HRIS and Total Rewards technology
- Using analytics and automation to improve decision making
- Ensuring seamless integration between HRIS, performance systems, and reward management tools
- Developing reward and performance dashboards
- Monitoring compensation competitiveness and pay equity
- Measuring the impact of reward and performance programs on business outcomes, including metrics on productivity indicators talent retention performance distribution and reward effectiveness
- Using workforce analytics to inform strategic decisions
- Delivering executive-level insights and reporting
Governance, Compliance and Risk
Lead the development of a fair, transparent and competitive global compensation architecture.
Responsibilities include:
- Global market benchmarking and salary competitiveness analysis
- Development of salary structures, pay bands and job architecture
- Annual salary review frameworks and merit processes
- Design of short-term and long-term incentive plans
- Executive compensation design and governance frameworks
- Sales incentive structures for commercial teams
- Variable reward frameworks for hospitality and operational environments
- Oversight of compensation governance and approval frameworks
Ensure compensation programs remain:
- Competitive within regional and global markets
- Equitable and transparent
- Linked directly to business performance
- Compliant with international and local labor laws across operating regions
- Aligned with financial and audit requirements
Stakeholder Engagement and Leadership
Partner closely with senior leadership to ensure reward and performance frameworks support business objectives.
Key stakeholders include:
- CEO and executive leadership
- Finance leadership
- Business unit leaders
- People Experience leadership team
- Regional PX Business Partners
The role will:
- Provide expert advisory on reward and performance matters
- Support leadership decision-making on organizational performance
- Ensure consistency across global operations
EXPERIENCE & QUALIFICATIONS
- Experience in a senior executive performance and total rewards role and proven track record of leading global reward strategies
- Experience across complex, multi-sector organizations
- Strong understanding of reward governance and executive compensation
- Experience implementing performance frameworks in high-growth companies
- Strong data analytics and strategic decision-making capability
- Expertise in LTIP design and IPO preparedness
- Experience in real estate, hospitality, healthcare or lifestyle sectors
- Experience in Middle East and international markets
Key Leadership Competencies
- Strategic thinking and commercial acumen
- Strong stakeholder influence at executive level
- Analytical and data-driven decision making
- Ability to translate strategy into operational frameworks
- Strong governance and risk awareness
- Ability to build scalable global systems
