Queensland Rugby League's CHRO on scoring top talent with a total rewards approach

In the talent-short market Australia is currently facing, HR leaders know attraction is about more than just wages. That’s why creating a well-rounded and competitive rewards package has become a key priority for many organisations.

But how can HR teams tailor their approach to their current and future employees to really score the best talent? HRD spoke to Jane Shand, Chief Human Resources Manager at Queensland Rugby League, and speaker at HRD’s HR Summit Brisbane later this year. Along with fellow panellists from Lorna Jane and JLL, Shand will share insight into how QRL has tackled the challenge of creating a leading total rewards package head on.

“I think salary is very one dimensional,” she said. “Australia has this really quite regimented remuneration structure for many industries and roles which means it's not really a lever that can be pulled for a lot of leadership teams or HR teams. Because of that, we need to be more creative in how our people are rewarded if we want to attract and retain great people, or lure them away from other organisations that pay the same money for the same work.”

While salaries are rising in the fight for talent, for many organisations, particularly in the not-for-profit sector, they simply cannot compete with the corporate giants. But that doesn’t mean they have no pulling power. Instead, those HR leaders need to be more attuned to what matters most to their people.

Shand said too often, HR leaders assume what their people want – rather than asking the question.

“A couple of years ago we asked the QRL team what was important to them in terms of recognition. Apart from one thing that everyone agreed on, which was State of Origin tickets, everyone wanted something different,” she said. “So I think when we look at rewards, the trick is to provide a range of things that cater to different drivers.”

It's also important to remember those drivers will change over time, and so your rewards package should too. The last twelve months have certainly highlighted a greater desire for flexibility and more autonomy over work/life balance. But over time, the appetite for more social events or face-to-face recognition may become prevalent again. Continual listening, through surveys and feedback, as well as key opportunities like exit interviews, are a great way to check-in on how your rewards strategy is performing.

At QRL, Shand said the HR team has recently focused on developing the company’s employer value proposition, putting more focus on the aspects that employees love. The ability to work dynamically and create a healthy blend of work and home was a central aspect. Employees also highly valued the company’s leave offering. With 18 weeks of paid parental leave for either parent or carer, paid leave allowance for pregnancy loss, victims of domestic or family violence, grandparents, and an extra week of annual leave for all employees, Shand said it was a driver that has really resonated with staff.

QRL has also doubled down on its use of technology as a result of the pandemic, as well as reimbursing home office set-up. Learning and development was another area QRL has invested in to set itself apart. Employees receive the equivalent of 2% of their base salary to spend on professional development, as well access to LinkedIn Learning and a $2,000 development scholarship each year.

On the recognition front, Shand said it’s heavily tied to the organisation’s core purpose and culture.

“State of Origin tickets are huge for our employees, they’re considered a real benefit and we link it to recognition. We also have an annual awards night, so our people nominate other employees who exemplify our beliefs, teamwork and leadership,” Shand said.

“I fully believe that one of the most important benefits of working here for our people is purpose. Rugby League is not just a game. It's about the impact that the sport has on people in communities, and our people tell us that having such a strong purpose is really rewarding in itself.”

By taking a total rewards approach and finding the right mix of monetary and non-monetary benefits, Shand said QRL has been able to retain and attract talented staff, even during the difficulties of the last year. To hear more from Jane Shand, and a host of other leading HR professionals speaking at this year’s event, click here to register for the HR Summit Brisbane.