At Latitude, we make it possible – for our customers, our communities, and our people. We believe in creating opportunities that truly matter, helping you thrive both professionally and personally. That’s why we offer benefits that make a real difference in your life. We make it possible… to spend more time with your loved ones – with an extra week of paid leave each year through our Take 5 initiative. to balance work and life – with a hybrid working model , giving you the flexibility to work from home while connecting in the office just two days a week to put your wellbeing first – with Sonder , a 24/7 support app for mental and physical wellness. to access great financial benefits – with discounts on Latitude products and services. The Performance, Reward & Analytics, Specialist is primarily responsible for supporting the Performance & Reward Team with activities across the entire performance and reward lifecycle to support Latitude’s strategy & priorities. The team are part of People & Culture and delivers key strategic initiatives, manages remuneration and benefits, oversees cyclical reward processes, executive remuneration and governance, and prepares Board papers in collaboration with Finance, Company Secretary, and other stakeholders. This role works within a consulting model. Your home role is as a Performance, Reward & Analytics Specialist within the Performance & Reward team. The nature of your home role as it relates to cyclical HR activities means that there will be capacity to support the broader P&C team with other P&C related projects and activities. You will partner with teams across P&C, Finance and the business on defined projects that need reward expertise and clear insights. This gives you variety, visibility and cross-skilling opportunities, while keeping you anchored to a supportive home team and role. The business gets fast access to deep reward capability and clean, data-led tools, with strong governance because Reward sets the standards and quality checks the outputs. Example: During a HR system change, you may be dedicated to the project at 100% for six to eight weeks to shape reward data structures, validation rules and dashboards. In other periods, you may split your time 50% on a business initiative and 50% on the annual reward cycle. The model flexes with demand and helps you build new skills across projects. Let’s look at some key responsibilities: Partner across P&C and the business in a consulting model to deliver primarily performance, reward and analytics outcomes, including: Performance and Reward Support the Performance and Reward, Lead with delivery of the annual end-of-year review process, including planning, governance, communication, and training for the cyclical performance and reward cycle. Provide expert advice and analytical support to P&C, Payroll, Finance, and business leaders on remuneration, performance, and reward matters. Maintain job evaluation and job architecture frameworks, ensuring consistency and governance across the business. Conduct and interpret market analysis and benchmarking (AON, FIRG, and other surveys) to inform pay structures and salary ranges. Provide oversight of Novated Leasing and Superannuation arrangements, while partnering with vendors and internal stakeholders to ensure compliance and value for employees. Collaborate on strategic reward projects to ensure timely delivery of initiatives aligned with business goals. Analytics & Insights Build simple, reliable dashboards and reports for leaders (Board, People & Remuneration Committee, executives and managers) with clear commentary and recommended actions. Use data-driven insights to influence decision-making, actional insights and continuously improve reward frameworks. Leverage AI and Copilot technologies to improve process efficiency and insight generation. Partner with People Systems to automate data inputs and reporting (for example Power BI dashboards and Workday exports), ensuring data is complete, reconciled and auditable. Support enterprise reporting needs, including datasets and checks for regulatory and external submissions such as WGEA, working with the D&I lead where required. Use basic statistical techniques, for example correlation and regression, to identify trends and drivers and translate these into practical actions. In this role, you’ll: Partner across P&C and the business in a consulting model to deliver primarily performance, reward and analytics outcomes, including: Performance and Reward Support the Performance and Reward, Lead with delivery of the annual end-of-year review process, including planning, governance, communication, and training for the cyclical performance and reward cycle. Provide expert advice and analytical support to P&C, Payroll, Finance, and business leaders on remuneration, performance, and reward matters. Maintain job evaluation and job architecture frameworks, ensuring consistency and governance across the business. Conduct and interpret market analysis and benchmarking (AON, FIRG, and other surveys) to inform pay structures and salary ranges. Provide oversight of Novated Leasing and Superannuation arrangements, while partnering with vendors and internal stakeholders to ensure compliance and value for employees. Collaborate on strategic reward projects to ensure timely delivery of initiatives aligned with business goals. Analytics & Insights Build simple, reliable dashboards and reports for leaders (Board, People & Remuneration Committee, executives and managers) with clear commentary and recommended actions. Use data-driven insights to influence decision-making, actional insights and continuously improve reward frameworks. Leverage AI and Copilot technologies to improve process efficiency and insight generation. Partner with People Systems to automate data inputs and reporting (for example Power BI dashboards and Workday exports), ensuring data is complete, reconciled and auditable. Support enterprise reporting needs, including datasets and checks for regulatory and external submissions such as WGEA, working with the D&I lead where required. Use basic statistical techniques, for example correlation and regression, to identify trends and drivers and translate these into practical actions. Executive Remuneration & Governance Support the preparation of remuneration governance matters, including remuneration reports, board papers, and regulatory disclosures. Contribute to the design and implementation of executive and broad-based reward programs, ensuring alignment with business strategy and compliance requirements. Collaborate on the administration of equity plans, working with Payroll, Finance, Governance, and external vendors. Model and track short- and long-term incentive plans, ensuring accuracy and alignment with performance outcomes. P&C Consulting pool You will join cross‑functional projects that need require your expertise and clear insights. Allocation flexes with demand. At times you may be dedicated to a major change or HR system project at 100%. In other periods you may split your time 50% on an initiative and 50% on the annual reward cycle. This helps you build new skills across projects. Ideally, we're looking for the following: Tertiary qualifications in Business, Commerce, Economics, Mathematics, Human Resources, or a related discipline (or equivalent experience). Strong analytical and quantitative skills, with the ability to interpret complex data, build models, and generate actionable insights. Advanced Excel capability (formulas, pivots, lookups, data validation) and experience with dashboards or reporting tools. Experience in remuneration and benefits, including job evaluation and market benchmarking; exposure to executive remuneration and governance is desirable. Experience with first tier HRIS is desirable, and experience with Workday will be well regarded. Ability to manage time effectively, work independently, and deliver high-quality outputs with attention to detail. Good communication and stakeholder engagement skills, confident in providing advice and building relationships across P&C and the business. A proactive, problem-solving mindset with a focus on continuous improvement. Demonstrate Latitude’s values: Take Ownership, Pursue Excellence, Win Together, Create Tomorrow. Sometimes the best candidates don’t have 100% of what is listed above, but if you have most and are confident, you’d be a good fit, we’d love to hear from you! Sound like you? That's a good sign! In return for your energy and ideas, we offer a flexible working environment and great compensation. We always support a safe, healthy, engaging, and productive working environment for all employees and workers, whether that be in your home and office, or a combination of both. We're Latitude, partners in money Latitude may seem like the new kid on the block, but it's taken us almost a hundred years to become an overnight success. Digital payments, cards, loans are what we offer - but what we really are is a platform that helps people shop and live better. Always living and breathing our values. Take ownership, Win together, Pursue excellence, and Create tomorrow Successful applicants will be required to complete a background check (including criminal history and bankruptcy check) prior to commencement of employment. Only open to Australian or New Zealand Permanent Residents or Citizens.
