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Our
remuneration
policy

Hostplus is run to benefit our members, and does not pay dividends to shareholders or sales commissions to financial planners. Our focus is on providing our members with the best-quality superannuation services at competitive prices.

As such, our remuneration policy is designed to encourage superior performance and long-term commitment to Hostplus from all staff, with our objective being to remunerate fairly and equitably so we can provide a quality service to our members.

Our remuneration policy is also informed by our guiding principles and philosophy and applies to directors, officers and all Hostplus employees.

If there’s something you can’t find here, don’t hesitate to call us on 1300 467 875. We’re available to assist with any enquiries Monday to Friday, 8am - 8pm AEST/AEDT.

Our position on remuneration

Our remuneration policy is designed to encourage superior performance from our staff.

Simplicity. Consistency. Equality. Fairness. Alignment with values. Appropriate risk behaviour. Transparency.

We believe remuneration should:

facilitate the delivery of superior long-term results for the business
promote sound risk management principles
support the corporate values and desired culture
attract, retain, motivate and align the talent we need to achieve our business goals
reinforce leadership, accountability, teamwork and innovation
align with the contribution and performance of the business, teams and individuals.

Our remuneration practices have regard to general market conditions, with a focus on what is happening within the financial services, and more specifically, the superannuation sector.

All remuneration-related matters are to be determined and approved by the Board’s People and Remuneration Committee. The People and Remuneration Committee is accountable for exercising its responsibilities in line with its Charter.

Hostplus remuneration details

Remuneration, in the form of director fees for Board members, are considered by the People and Remuneration Committee which makes recommendations to the Board. Remuneration is reviewed annually, generally in May/June, with any changes to be made effective from 1 July in that year.

Year ended 30 June 2024
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent Directors
D Frawley	199,813	-	27,500	-	227,313
J Rudd	93,269	-	13,990	-	107,259
J Whiting	153,056	-	22,959	-	176,015
Employer-nominated
C Laundy	140,490	-	21,073	-	161,563
D Attenborough	140,528	-	21,079	-	161,607
D Gibson	141,674	-	21,251	-	162,925
B Kearney	21,577	-	3,236	-	24,813
Member-nominated
G Bullock (a)	119,471	-	17,921	-	137,392
I Beynon (a)	43,655	-	6,548	-	50,203
J Korlevska (a)	19,440	-	2,916	-	22,356
T Lyons	131,653	-	19,748	-	151,401
B Myers (a)	135,172	-	20,276	-	155,448
Total	1,339,798	-	198,497	-	1,538,295

(a) The salary in relation to the services provided by this Director is paid to their nominating association United Workers Union. Any superannuation contribution is paid directly to this Director.

Year ended 30 June 2023
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent Directors
D Frawley	191,070	-	27,500	-	218,570
A Grayson	129,443	-	19,417	-	148,860
J Whiting	147,169	-	22,075	-	169,244
Employer-nominated
C Laundy	135,086	-	20,263	-	155,349
D Attenborough	123,003	-	18,450	-	141,453
D Gibson	136,225	-	20,434	-	156,659
B Kearney	20,747	-	3,112	-	23,859
Member-nominated
T Lyons	166,034	-	24,905	-	190,939
I Beynon (a)	105,277	-	15,792	-	121,069
G Bullock (a)	87,551	-	13,133	-	100,684
B Myers (a)	69,421	-	10,413	-	79,834
Total	1,311,026	-	195,494	-	1,506,520

(a) The Director Fee (Salary) in relation to the services provided by this Director is paid to their nominating association United Workers Union.

Year ended 30 June 2022
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent Directors
D Elmslie	191,070	10,013	27,500	-	228,583
A Grayson	129,443	-	19,417	-	148,860
J Whiting	147,169	-	22,075	-	169,244
Employer-nominated
C Laundy	126,577	-	18,986	-	145,563
D Attenborough	123,003	-	18,450	-	141,453
D Gibson	138,537	-	20,781	-	159,318
B Kearney	20,747	-	3,112	-	23,859
Member-nominated
T Lyons	166,034	-	24,905	-	190,939
I Beynon (a)	105,277	-	15,792	-	121,069
G Bullock (a)	58,367	-	8,755	-	67,122
B Myers (a)	81,373	-	12,206	-	93,579
R Buckler	11,996	-	1,799	-	13,795
Total	1,299,593	10,013	193,778	-	1,503,384

(a) Director fees and/or superannuation for these individuals are paid to their nominating association United Workers Union or AHA

Year ended 30 June 2021
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent Directors
D Elmslie	182,010	9,657	25,000	-	216,667
P Collins	113,736	-	17,060	-	130,796
A Grayson	113,736	-	17,060	-	130,796
Employer-nominated
M Robertson (a)	118,423	-	17,764	-	136,187
D Gibson	118,031	-	17,705	-	135,736
M Vaile	97,711	-	14,657	-	112,368
N Randall	25,095	-	3,764	-	28,859
Member-nominated
T Lyons	128,583	-	19,287	-	147,870
B Myers (a)	97,711	-	14,657	-	112,368
I Beynon (a)	36,480	-	5,472	-	41,952
J Hill	51,072	-	7,661	-	58,733
R Buckler	35,987	-	5,398	-	41,385
Total	1,118,575	9,657	165,485	-	1,293,717

(a) Director fees and/or superannuation for these individuals are paid to their nominating association United Workers Union or AHA

Year ended 30 June 2020
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent directors
D Elmslie	182,010	9,455	25,000	-	216,465
P Collins	113,735	-	17,060	-	130,795
A Grayson	113,735	-	17,060	-	130,795
Employer-nominated
M Robertson (a)	118,423	-	17,763	-	136,186
D Gibson	118,031	-	17,705	-	135,736
M Vaile	97,711	-	14,657	-	112,368
N Randall	25,095	-	3,764	-	28,859
Member-nominated
T Lyons	130,280	-	19,542	-	149,822
B Myers (a)	97,711	-	14,657	-	112,368
J Hill	87,551	-	13,133	-	100,684
R Buckler	35,987	-	5,398	-	41,385
Total	1,120,269	9,455	165,739	-	1,295,463

(a) Director fees for these individuals are paid to their nominating association United Workers Union or AHA.

Year ended 30 June 2019
Name	Director fee (salary) ($)	Parking benefits ($)	Superannuation ($)	Termination benefits ($)	Total ($)
Independent directors
D Elmslie	177,174	9,142	26,576	-	212,892
P Collins	111,944	-	16,792	-	128,736
A Grayson	104,445	-	15,667	-	120,112
Employer-nominated
M Robertson (a)	116,559	-	17,484	-	134,043
D Gibson	116,172	-	17,426	-	133,598
M Vaile	91,173	-	13,676	-	104,849
N Randall	37,811	-	5,672	-	43,483
Member-nominated
T Lyons	128,297	-	19,245	-	147,542
B Myers (a)	91,173	-	13,676	-	104,849
J Hill	86,172	-	12,926	-	99,098
R Buckler	35,420	-	5,313	-	40,733
Total	1,096,340	9,142	164,453	-	1,269,935

(a) Director fees for these individuals are paid to their nominating association United Voice or AHA.

The People and Remuneration Committee has the delegated authority to:

determine remuneration matters of the Hostplus Executive Leadership Team
consider and make recommendations to the Board on all remuneration matters concerning Directors and the CEO and all agreements proposed to be made under relevant industrial legislation (e.g. enterprise agreements).

Fixed remuneration reviews for the Executive Leadership Team occur annually, generally in May/June, with increases payable from 1 July in that year. Increases for the Executive Leadership Team, with the exception of the CEO, in excess of the express terms and conditions of the Enterprise Agreement, are subject to People and Remuneration Committee approval.

The Chairman, on behalf of the Board, conducts the performance assessment of the Chief Executive Officer, having regard to objectives set in the previous year including setting objectives for the coming year. The Board, as a whole, discusses the outcome in the absence of the Chief Executive Officer which is then communicated to the Chief Executive Officer.

The Chief Executive Officer conducts the performance assessment for each member of the Executive Leadership Team, having regard to the operational and financial responsibilities of the Executive Leader and the contribution by the Executive Leader to the management and leadership of the business.

Year ended 30 June 2024
Name	Date	Date change in position	Short-term employment benefit			Post-employment benefit	Long-term employment benefit		Termination benefit	Other compensation		Total
			Salary including short-term leave ($)	Variable remuneration ($)	Bridging payment ($)	Super ($)	Long service leave ($)	Variable remuneration ($)	Other ($)	Retention payment ($)	Non-monetary benefit ($)	($)
D Elia	15/03/1999		1,119,249	180,871	271,307	27,500	48,827	63,818	-	103,655	12,061	1,827,288
K Cantwell	10/10/2016	01/01/2024^(a)	346,561	52,785	-	27,500	14,951	-	-	-	12,061	453,858
J Dutton	04/03/2024		148,125	-	-	8,990	-	-	-	-	3,921	161,036
M French	04/09/2023	28/01/2024^(b)	119,443	-	-	11,106	-	-	-	-	4,844	135,393
S Fuller	06/02/2023	04/09/2023^(c)	58,679	-	-	4,760	-	-	-	-	2,175	65,614
A Graham	29/01/2024	19/06/2024^(d)	201,580	-	-	11,423	-	-	59,971	-	18,212	291,186
U Mecchi	07/02/2022	23/11/2023^(e)	461,108	62,835	-	27,500	8,401	-	-	-	12,061	571,905
J Muir	02/05/2022	26/01/2023^(f)	408,170	64,903	-	27,500	15,641	-	-	-	7,951	524,165
S Sicilia	31/03/2008		783,001	279,730	186,486	27,500	23,138	47,330	-	72,982	12,061	1,432,228
N Strickland	01/03/2010	01/01/2024^(g)	415,325	64,515	-	27,500	14,438	-	-	-	12,061	533,839
L Tassone	19/08/2013	15/09/2023^(h)	101,266	-	-	6,875	(7,538)*	-	-	-	2,537	103,140
P Watson	21/03/2011	23/11/2023⁽ⁱ⁾	193,717	-	-	25,808	(8,021)*	-	543,006	-	4,811	759,321
S Wilkinson	16/11/2015	28/01/2024^(j)	237,399	-	-	15,865	5,047	-	-	-	6,986	265,297
Total			4,593,623	705,639	457,793	249,827	114,884	111,148	602,977	176,637	111,742	7,124,270

(a) Position changed from Group Executive - Administration Optimisation, Service & Insurance to Chief Administration and Insurance Officer
(b) Ceased role as Acting Group Executive - Legal & Compliance
(c) Ceased role as Group Executive - Legal & Compliance
(d) Ceased role as Chief Operating Officer
(e) Position changed from Group Executive - Marketing, Corporate Affairs, Stakeholder Management, Policy & Advocacy to Chief Member Officer
(f) Position changed from Head of Risk Strategy and Investment Risk to Chief Risk Officer
(g) Position changed from Group Executive - People, Performance & Culture to Chief People Officer
(h) Ceased role as Group Executive - Finance, Technology & Investment Operations
(i) Ceased role as Group Executive - Member Experience
(j) Ceased position in the Executive Leadership Team

* Negative long service leave remuneration benefits can arise when the carrying amount of the employee benefit provision, calculated in accordance with AASB 119, is more than the actual payment amount.

Year ended 30 June 2023
Name	Date commenced	Date change in position	Salary	Short-term incentives	Parking benefits	Super- annuation	Termination benefits	Total
Name	Date commenced	Date change in position	($)	($)	($)	($)	($)	($)
D Elia	15/03/1999		1,028,576	492,069	10,373	27,500	-	1,558,518
N Brouwer	21/11/2016	25/01/2023^(a)	225,700	-	5,905	16,188	-	247,793
K Cantwell	10/10/2016		300,938	103,332	10,373	27,500	-	442,143
S Fuller	06/02/2023	06/02/2023^(b)	91,406	-	4,189	8,858	-	104,453
U Mecchi	07/02/2022		375,997	-	10,373	27,500	-	413,870
J Muir	02/05/2022	26/01/2023^(c)	160,462	-	3,425	11,846	-	175,733
S Sicilia	31/03/2008		760,000	488,973	10,373	27,500	-	1,286,846
N Strickland	01/03/2010		326,640	108,388	10,373	27,500	-	472,901
L Tassone	19/08/2013	10/11/2022^(d)	402,118	142,114	10,373	27,500	-	582,105
P Watson	21/03/2011		423,166	162,391	10,373	27,500	-	623,430
S Wilkinson	16/11/2015		369,610	138,599	10,373	27,500	-	546,082
Total			4,464,613	1,635,866	96,503	256,892	-	6,453,874

(a) Resignation
(b) Appointed as Group Executive – Legal & Compliance
(c) Appointed as Chief Risk Officer
(d) Position changed from Group Executive – Finance & Technology to Group Executive – Finance, Techology & Investment Operations

In addition to the remuneration outlined in the table above, N Strickland cashed-out accrued leave entitlements equal to $12,663 and N Brouwer was paid-out accrued leave entitlements equal to $105,686 upon resignation.

Year ended 30 June 2022
Name	Date commenced	Date change in position	Salary	Short-term incentives	Parking benefits	Super- annuation	Termination benefits	Total
Name	Date commenced	Date change in position	($)	($)	($)	($)	($)	($)
D Elia	15/03/1999		978,636	323,863	10,013	27,500	-	1,340,012
M Abramovich	01/06/2021	25/02/2022^(a)	374,016	-	6,584	24,856	-	405,456
N Brouwer	21/11/2016	21/02/2022^(b)	223,156	43,286	3,566	27,500	-	297,508
K Cantwell	10/10/2016	02/05/2022^(c)	285,515	37,578	10,013	27,500	-	360,606
U Mecchi	07/02/2022	07/02/2022^(d)	136,610	-	3,950	11,106	-	151,666
S Sicilia	31/03/2008		723,005	354,812	10,013	27,500	-	1,115,330
N Strickland	01/03/2010		250,836	40,749	10,013	27,500	-	329,098
L Tassone	19/08/2013		363,750	57,118	10,013	27,500	-	458,381
P Watson	21/03/2011		401,798	61,877	10,013	27,500	-	501,188
S Wilkinson	16/11/2015	01/07/2021^(e)	350,779	56,730	10,013	27,500	-	445,022
Total			4,008,101	976,013	84,191	255,962	-	5,404,267

(a) Parental leave contract position ended
(b) Returned from parental leave
(c) Position changed from Group Executive – Administration Optimisation to Group Executive – Administration Optimisation, Service & Insurance
(d) Appointed as Group Executive – Corporate Affairs, Stakeholder Management, Policy & Advocacy
(e) Position changed from Group Executive – Strategy, Transformation & Services to Group Executive – Strategy &a Transformation

In addition to the remuneration outlined in the table above, N Brouwer and N Strickland cashed-out accrued leave entitlements equal to $5,738 and $11,739, respectively.

Year ended 30 June 2021
Name	Date commenced	Date change in position	Salary	Short-term incentives	Parking benefits	Super- annuation	Termination benefits	Total
Name	Date commenced	Date change in position	($)	($)	($)	($)	($)	($)
D Elia	15/03/1999		968,862	197,964	9,657	25,000	-	1,201,483
M Abramovich	01/06/2021	01/06/2021^(a)	23,145	-	794	2,885	-	26,824
A Antonellos	23/10/2000	28/09/2020^(b)	248,573	54,347	7,303	18,519	-	328,742
N Brouwer	21/11/2016	30/04/2021^(c)	347,778	55,335	8,043	25,000	-	436,156
K Cantwell	10/10/2016		255,196	39,407	9,657	25,000	-	329,260
S Sicilia	31/03/2008		682,443	223,492	9,657	25,000	-	940,592
N Strickland	01/03/2010		256,985	41,559	9,657	25,000	-	333,201
L Tassone	19/08/2013	28/09/2021^(d)	344,410	56,373	9,657	25,000	-	435,440
P Watson	21/03/2011		405,263	57,711	9,657	25,000	-	497,631
S Wilkinson	16/11/2015		360,201	23,752	9,657	25,000	-	418,610
Total			3,892,856	749,940	83,739	221,404	-	4,947,939

(a) Appointed as Group Executive – Risk, Compliance & Legal
(b) Appointed as Group Executive – Client Relationships & New Business and held the position until 30 June 2021
(c) Commenced maternity leave
(d) Position changed from Group Executive, Finance, Technology & Operations to Group Executive, Finance & Technology

In addition to the remuneration outlined in the table above, A. Antonellos cashed-out accrued leave entitlements equal to $38,956.

Year ended 30 June 2020
Name	Date commenced	Date change in position	Salary	Short-term incentives	Parking benefits	Super- annuation	Termination benefits	Total
Name	Date commenced	Date change in position	($)	($)	($)	($)	($)	($)
D Elia	15/03/1999		899,048	221,979	9,455	25,000	-	1,155,482
N Brouwer	21/11/2016		347,269	53,162	9,455	25,000	-	434,886
K Cantwell	10/10/2016	18/02/2020^(b)	248,827	40,879	9,455	25,000	-	324,161
S Sicilia	31/03/2008		632,946	227,013	9,455	25,000	-	894,414
N Strickland	01/03/2010		236,716	25,956	9,455	25,000	-	297,127
L Tassone	19/08/2013	18/02/2020^(c)	318,346	43,264	9,455	25,000	-	396,065
P Watson	21/03/2011		339,056	41,340	9,455	25,000	-	414,851
S Wilkinson	16/11/2015	18/02/2020^(a)	112,295	575	1,938	8,558	-	123,366
Total			3,134,503	654,168	68,123	183,558	-	4,040,352

(a) Appointed as Group Executive - Strategy, Transformation and Services
(b) Position changed from Group Executive - Service Operations to Group Executive - Administration Optimisation
(c) Position changed from Group Executive - Finance, Strategy and IT to Group Executive - Finance, Technology & Operations

In addition to the remuneration outlined in the table above, D. Elia, N. Strickland and L. Tassone cashed-out accrued leave entitlements equal to $173,173, $3,395 and $28,340, respectively.

Year ended 20 June 2019
Name	Date commenced	Date change in position	Salary	Short-term incentives	Parking benefits	Super- annuation	Termination benefits	Total
Name	Date commenced	Date change in position	($)	($)	($)	($)	($)	($)
D Elia	15/03/1999		822,942	231,972	9,142	25,961	-	1,090,017
N Brouwer	21/11/2016		307,915	36,353	9,142	25,000	-	378,410
K Cantwell	10/10/2016		267,125	39,359	9,142	25,000	-	340,626
U Mecchi	28/11/2011	7/12/2018^(b)	178,624	53,089	2,884	13,461	-	248,058
S Sicilia	31/03/2008		589,977	343,505	9,142	25,000	-	967,624
N Strickland	01/03/2010		180,680	32,406	9,142	27,772	-	250,000
L Tassone	19/08/2013	17/10/2018^(a)	195,115	-	6,258	17,115	-	218,488
P Watson	21/03/2011	17/10/2018^(c)	315,833	32,843	9,142	25,000	-	382,818
Total			2,858,211	769,527	63,994	184,309	-	3,876,041

(a) Appointed as Group Executive – Finance, Strategy and IT
(b) Resigned as Chief Marketing Officer
(c) Position changed from Group Executive – Retirement Solutions & Advice to Group Executive – Member Experience

In addition to the remuneration outlined in the table above, D. Elia, N. Brouwer, U. Mecchi and N. Strickland cashed-out accrued leave entitlements equal to $95,192, $31,377, $207,442 and $12,733, respectively.

Further information

The People and Remuneration Committee is responsible for regularly reviewing the remuneration policy and as appropriate, making recommendations to the Board. This includes an assessment of the policy’s application, effectiveness and compliance with the requirements of APRA’s Prudential Standard SPS 510: Governance.

The People and Remuneration Committee reviews the policy annually to ensure it continues to meet its intended purpose and to identify any material deviations of remuneration outcomes.

The Committee’s responsibilities are set out in the People and Remuneration Committee’s Charter and extend to:

approving the staff benefits that have significant monetary impacts
setting fixed remuneration annual review parameters and outcomes
setting maximum variable remuneration
deciding participation in variable remuneration plans
reviewing overall short-term incentives (STIs) allocations
approving any proposal for a sign on, retention or termination payment.

Hostplus offers variable remuneration in the form of STIs to the CEO and to members of the Group Executive Team. At its discretion, the Board may implement a variable remuneration scheme for non-executive staff based on individual performance, but linked to overall performance of the Fund.

CEO and Group Executive Team – participation is subject to People and Remuneration Committee approval and Board endorsement.

STIs are discretionary, performance-based remuneration designed to drive and reward short-to-medium term results, reflecting the level of risk. This includes financial and non-financial results and metrics at an organisation, department, team and individual level.The STI plan is set at the start of each financial year, with the conditions attached to the specific individual plans and objectives to be met.

Any sign-on, retention or termination payments not set out in the employment contract are to be approved by the People and Remuneration Committee.

All Group Executives at Hostplus may resign from their employment by giving Hostplus three (3) months’ notice in writing. The relevant Group Executive and Hostplus may agree on a lesser notice period, or Hostplus may, at its discretion, waive the notice period. Hostplus may terminate their employment and in such circumstances Hostplus must provide them with three (3) months’ notice in lieu.

In addition, Hostplus may terminate their employment at any time, without notice, if, in the opinion of Hostplus, they engage in serious misconduct, serious neglect of duty, or serious breach of any of the express or implied terms of their employment contract. In such circumstances they would be entitled to payment of their normal salary and benefits up to the date of termination only.

Details of the remuneration paid to our Responsible Persons are set out above.

Hostplus is committed to creating and sustaining a diverse and inclusive workforce which embraces a wide range of perspectives, backgrounds and life experiences.

We strive to create a workplace culture that supports our people to thrive, innovate and equally contribute to the success of our organisation.

We believe this approach fosters a dynamic and productive workplace but also helps us to more effectively connect with, and service, the diversity of members we represent.

One way we do this is through the employee leave benefits we offer to our team, such as our parental leave policy that includes 18 weeks company paid primary carer parental / adoption leave.

In addition, Hostplus continues to provide employee superannuation contributions for the duration of a parental absence up to 12 months to ensure employees who want to start a family aren’t worse off in retirement.

We are proud of these benefits, along with the fact that our gender pay gap is lower than our industry comparison group.

Our Diversity, Equity and Inclusion Strategy, which was approved by our Board in October 2022, underpins the ongoing program of work we are undertaking in this area with the aim of better understanding the drivers and actions required to address gender equality issues at Hostplus.

The implementation of this strategy is well underway. The strategy incorporates an analysis of our current gaps, setting more ambitious targets, and identifying recommendations for enhancements to our current Recruitment and Selection Policy and practices. These include:

The ongoing implementation of a pay rebalancing program that identifies and removes gaps between like-for-like roles. 
The development of an Attraction and Retention Strategy with a targeted pipeline of activities to support the growth of high potential women. 
A greater focus on gender equality in succession planning and extending this across the organisation, to develop stronger talent development opportunities.

The Hostplus Board and executive leadership team remain committed to progressing this work and will continue to prioritise outcomes that ensure the value and contribution that women make at Hostplus is reflected through equal pay and strong diversity and inclusion practices.

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Our notice of intent to claim a tax deduction (NOITC) service is available online

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Self-Managed Invest (SMI) for SMSF

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Self-Managed Invest (SMI) for SMSF

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Retired and looking for more certainty over your returns?

Retired and looking for more certainty over your returns?

Log into Adviser Online

Create SMI client applications

Manage existing SMI clients

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SMI Adviser Portal

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QuickSuper

Self-Managed Invest (SMI) for SMSF

Member Join

Pension Join

Employer Join

SMSF Join

Member Online

Pension Online

QuickSuper

Self-Managed Invest (SMI) for SMSF

Member Join

Pension Join

Employer Join

SMSF Join

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