Compensation InsightHow Super Retail Group Pays
A comprehensive analysis of Super Retail Group's career levels, Enterprise Agreement wages, penalty rates, executive pay, Performance Rights equity plans, and benefits across Supercheap Auto, rebel, BCF, and Macpac.
At a Glance
Career Level Hierarchy
Super Retail Group operates a three-track workforce model: ~12,000 EA-covered store/warehouse workers with nationally uniform rates, ~3,000 salaried corporate employees with market-based pay, and ~1,000 seasonal casuals during peak trading.
Senior Leadership (above S6)
Three-Track Workforce
Store and warehouse team members (S1–S3) are covered by the Super Retail Group Enterprise Agreement 2024 with guaranteed pay increases. Salaried employees (S4+) are on individual contracts with performance-based pay and STI/LTI eligibility. The 2023/24 seasonal cohort peaked at 1,842 individuals in November.
Compensation by Level
Total compensation breakdown for Brisbane, Australia. All values in AUD.
| Level | Title | Base (Range) | Variable % | Total Comp (Range) | Equity |
|---|---|---|---|---|---|
| S1 | Team Member / Entry 0–2 yrs | A$45K – A$55K | 0% | A$45K – A$55K | Staff Incentive Plan |
| S2 | Senior Team Member / Specialist 1–4 yrs | A$55K – A$68K | 0% | A$55K – A$68K | Staff Incentive Plan |
| S3 | Team Leader / Analyst 2–5 yrs | A$60K – A$88K | 5% | A$63K – A$92K | Staff Incentive Plan |
| S4 | Store Manager / Manager 4–8 yrs | A$68K – A$125K | 10% | A$75K – A$138K | Performance Rights |
| S5 | Area Manager / Senior Manager 7–12 yrs | A$120K – A$195K | 20% | A$144K – A$234K | Performance Rights (ROC + EPS) |
| S6 | State Manager / Head of 10–16 yrs | A$180K – A$290K | 25% | A$225K – A$363K | Performance Rights + Deferred STI |
| S7 | General Manager / Director / EGM 14–20 yrs | A$280K – A$550K | 40% | A$392K – A$770K | Performance Rights (ROC + EPS) |
| S8 | Executive / C-Suite 18+ yrs | A$800K – A$1.5M | 80% | A$1.4M – A$4.1M | LTI Performance Rights (ROC + EPS) |
Source: Glassdoor, PayScale, Indeed, SRG Annual Report FY2024, GRIA MA000004. Australian values include superannuation (12%).
Total Compensation Range by Level
S8 (Executive/C-Suite) excluded to avoid scale distortion.
Salary by Career Stream
Breakdown across Super Retail Group's key business areas. All figures in AUD unless noted. Store operations roles use EA/Award-based rates; corporate roles are market-priced.
Store Operations (All Brands)
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (FT Level 1) | A$52,468 | A$45K–A$55K | — |
| Team Member (Casual) | A$33.19/hr | A$29–A$37/hr | — |
| Senior Team Member / Specialist | A$62,000 | A$55K–A$68K | — |
| Department Manager | A$72,000 | A$60K–A$88K | A$92K |
| Assistant Store Manager | A$78,000 | A$65K–A$90K | — |
| Store Manager | A$85,000 | A$68K–A$130K | A$125K |
| Area Manager | A$155,000 | A$120K–A$200K | — |
| State Manager | A$230,000 | A$180K–A$300K | — |
Corporate / Support Office (Brisbane HQ)
| Role | Average | Range | P90 |
|---|---|---|---|
| Analyst / Coordinator | A$65,000 | A$55K–A$80K | — |
| Senior Analyst / Specialist | A$85,000 | A$72K–A$100K | — |
| Senior Merchandise Planner | A$100,000 | A$95K–A$104K | — |
| Manager | A$97,000 | A$80K–A$130K | — |
| Senior Manager | A$145,000 | A$120K–A$195K | — |
| General Manager | A$310,000 | A$250K–A$550K | — |
Digital & Technology
| Role | Average | Range | P90 |
|---|---|---|---|
| Software Engineer | A$120,000 | A$95K–A$150K | — |
| SAP Developer | A$130,000 | A$110K–A$160K | — |
| Data Scientist | A$125,000 | A$100K–A$155K | — |
| Digital Development Manager | A$155,000 | A$130K–A$185K | — |
| Product Manager (Digital) | A$140,000 | A$115K–A$170K | — |
Distribution / Warehouse
| Role | Average | Range | P90 |
|---|---|---|---|
| Warehouse Operative (FT) | A$55,000 | A$48K–A$63K | — |
| Team Leader (DC) | A$68,000 | A$58K–A$78K | — |
| Shift Manager (DC) | A$82,000 | A$70K–A$95K | — |
| DC Manager | A$120,000 | A$95K–A$150K | — |
New Zealand (Macpac / rebel NZ)
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (NZ) | NZ$23.15/hr | NZ$22–NZ$28/hr | — |
| Store Manager (NZ) | NZ$70,000 | NZ$60K–NZ$80K | — |
| Area Manager (NZ) | NZ$110,000 | NZ$90K–NZ$130K | — |
Source: Glassdoor (138 salaries), Indeed, PayScale, SRG Annual Report FY2024. P90 = 90th percentile where available.
Enterprise Agreement & Award Wages
Store and warehouse team members are covered by the Super Retail Group EA 2024 (5.25% increase in FY2025) and the General Retail Industry Award MA000004. EA rates generally sit above the Award minimum.
General Retail Industry Award (GRIA) — Base Rates (Jul 2025)
| Level | Description | Hourly (FT/PT) | Casual (+25%) | Annual (FT) |
|---|---|---|---|---|
| Level 1 | Entry: cashier, sales assistant, stock replenishment | A$26.55 | A$33.19 | A$52,468 |
| Level 2 | Experienced sales, basic product specialisation | A$27.23 | A$34.04 | A$53,812 |
| Level 3 | Skilled specialist, department knowledge | A$27.73 | A$34.66 | A$54,800 |
| Level 4 | Trade-qualified, specialist roles | A$28.48 | A$35.60 | A$56,281 |
| Level 5 | Supervisor (5–10 staff) | A$29.23 | A$36.54 | A$57,763 |
| Level 6 | Dept Supervisor / Duty Manager (15+ staff) | A$29.80 | A$37.25 | A$58,889 |
| Level 7 | Store Manager (small store) | A$30.55 | A$38.19 | A$60,371 |
| Level 8 | Store Manager (large / complex store) | A$31.48 | A$39.35 | A$62,208 |
Penalty Rates
| Period | Full-time / Part-time | Casual |
|---|---|---|
| Monday–Friday (ordinary) | 100% | 125% |
| Saturday | 125% | 150% |
| Sunday | 150% | 175% |
| Public Holiday | 225% | 250% |
| Evening (after 6pm) | Loading applies | + casual loading |
| Overtime (first 2–3 hrs) | 150% | 150% |
| Overtime (after 2–3 hrs) | 200% | 200% |
Enterprise Agreement vs GRIA
The Super Retail Group EA 2024 provides rates above the General Retail Industry Award minimum. The 5.25% FY2025 increase significantly exceeds the GRIA 3.5% increase from the Fair Work Commission Annual Wage Review. Additionally, eligible team members received a one-off payment of 2.75% of annual base pay in FY2024 during EA negotiations. Unlike some competitors, SRG maintains Saturday penalty rates.
STI Outcomes & Variable Pay Structure
Super Retail Group uses a balanced scorecard (60–70% financial, 30–40% non-financial) to determine STI outcomes. LTI via Performance Rights with ROC and EPS hurdles. CEO STI: ~55–80% of TFR at target.
5-Year STI Outcome (% of Target)
Variable Pay % by Level
STI Scorecard Metrics
- Group EBIT / NPAT targets
- Sales growth by brand
- Return on capital
- Customer NPS / satisfaction
- Team safety metrics
- Strategic milestones (digital, omnichannel)
- Team engagement scores
Equity & Variable Reward Plans
Super Retail Group uses Performance Rights as its primary LTI instrument, with ROC and EPS performance hurdles. Rights vest in two equal tranches over 3 years. The Staff Incentive Plan provides broad-based equity participation.
Active Plans
LTI Performance Hurdles (3-Year)
| Hurdle | Weighting | Threshold (50%) | Stretch (100%) |
|---|---|---|---|
| Return on Capital (ROC) | 50% | Board-set ROC targets | Stretch ROC = 100% vesting |
| Earnings Per Share (EPS) | 50% | Board-set EPS growth targets | Stretch EPS growth = 100% vesting |
Vesting Schedule
Performance Rights Plan
- Each right converts to 1 ordinary share upon vesting
- Nil exercise price (rights convert at no cost)
- ROC Performance Rights and EPS Performance Rights
- ASX quotation applied for upon vesting
- Board retains clawback/malus discretion
- Nov 2024: 101,066 rights granted to CEO (now lapsed)
Staff Incentive Plan
- Broad-based employee share scheme
- Available to all permanent team members
- Nov 2025: 247,091 performance rights issued
- Dec 2025: 201,810 rights lapsed (conditions not met)
- Supports employee ownership culture across all 4 brands
ASX Director Dealings & Equity Transactions
Disclosed to ASX under Corporations Act. The most significant event was the forfeiture of all CEO incentives upon Heraghty's dismissal in September 2025.
| Date | Person | Role | Type | Shares/Rights | Value |
|---|---|---|---|---|---|
| Nov 2024 | Anthony Heraghty | CEO & MD | Acquisition | 101,066 | Equity plan |
| Sep 15, 2025 | Anthony Heraghty | CEO (dismissed) | Forfeiture | — | A$6.7M |
| Nov 2025 | Employee Incentive Plan | Broad-based | Acquisition | 247,091 | Equity plan |
| Dec 2025 | Various Participants | Plan lapse | Lapse | 201,810 | Equity plan |
CEO Heraghty — Incentive Forfeiture (Sep 2025)
CEO Anthony Heraghty was dismissed on September 15, 2025 after the Board received new information regarding his previously undisclosed relationship with the former Chief Human Resources Officer Jane Kelly. The Board exercised its discretion to lapse all of Heraghty's incentives, including all unvested incentives and vested but unexercised rights. Heraghty had held 0.17% of the company's shares (~A$6.72M). Shares fell more than 7% on the announcement. The related whistleblower case was subsequently settled.
Source: ASX announcements, Appendix 3X/3Y filings, SRG Annual Report FY2024/FY2025.
Executive Compensation — FY2024/25
| Year | FR | Total | Note |
|---|---|---|---|
| FY2021 | A$1.1M | ~A$3.4M | 79% increase on prior year (post-COVID recovery) |
| FY2022 | ~A$1.3M | ~A$3.8M | Strong retail performance |
| FY2023 | ~A$1.4M | ~A$4.0M | Solid results; margins stable |
| FY2024 | ~A$1.45M | ~A$4.11M | NPAT down 9%; industry median A$3.2M |
| FY2025 | ~A$1.2M | A$3.32M | Part-year; dismissed Sep 2025; all incentives lapsed |
Senior Leadership Compensation
Executive STI is based on Group EBIT, NPAT, and strategic milestones. LTI via Performance Rights with 3-year vesting (ROC + EPS hurdles). CEO total comp was ~A$4.11M in FY2024 before dismissal in Sep 2025.
Executive Remuneration Framework
- STI: Based on financial (60–70%) and non-financial (30–40%) measures
- LTI: Performance Rights with 3-year vesting in two equal tranches
- LTI hurdles: Return on Capital (ROC) + Earnings Per Share (EPS) growth
- Clawback/malus provisions apply to all unvested awards
- Board retains discretion to lapse all incentives (exercised on CEO dismissal)
Benefits & Perks
Financial
Leave
Career & Development
- Brand-specific product training (auto, sport, outdoor, adventure)
- Leadership development programs for store managers
- Digital & technology skills training (ERP, data, engineering)
- Employee Assistance Program (EAP) — 24/7 confidential counseling
- Flexible/hybrid working arrangements for corporate roles
- 12.5M loyalty members creates strong product knowledge culture
- Internal mobility across 4 brands and Support Office
Performance & Pay Progression
EA-covered employees receive guaranteed annual increases per the Enterprise Agreement (5.25% in FY2025). Corporate/salaried employees have performance-based reviews with 2–5% typical annual increments. Pay review effective July/August annually.
Store Operations Track
Corporate / Support Office Track
Annual Increments
Glassdoor Ratings
Key Nuances & Insights
Supercheap Auto, rebel, BCF, and Macpac each serve different customer demographics with different product categories. While the Enterprise Agreement provides uniform store-level pay, store manager compensation varies by brand complexity — a large Supercheap Auto flagship requires different skills than a boutique Macpac store. This multi-brand model is unique among ASX-listed specialty retailers.
After initially clearing CEO Heraghty in April 2023 of allegations about an undisclosed relationship with the CHRO, the Board reversed course in September 2025 when 'new information' emerged. The total cost: CEO incentives forfeited (~A$6.72M in shares), 7% share price drop, whistleblower settlement, and months of reputational damage. ASIC investigated. One of Australia's most significant recent governance failures.
Unlike Woolworths, which controversially traded away Saturday penalty rates in its EA, Super Retail Group maintains Saturday penalty rates under the General Retail Industry Award structure. The EA 5.25% FY2025 increase significantly outpaces the GRIA 3.5% increase. The one-off 2.75% payment during negotiations was unusual and shows willingness to invest in team retention.
The 2023/24 seasonal cohort peaked at 1,842 individuals in November 2023 — roughly 12% of the store workforce. Christmas/Boxing Day trading is critical for all four brands. Seasonal casuals are either offboarded in March or transitioned to ongoing roles, creating significant churn that masks the true employment experience.
The Strathpine (Brisbane) headquarters means corporate roles are benchmarked to Brisbane salaries, typically 5–15% below Sydney equivalents. This creates cost savings for the company but can make it harder to attract talent from Sydney or Melbourne. The new Truganina DC near Melbourne is creating a secondary employment hub with locally benchmarked wages.
Online sales of A$524M (13% of total, +8% YoY) means SRG is investing heavily in digital. New roles in data science, engineering, SAP ERP, and digital product management are emerging at the Brisbane HQ. A 150-strong customer care centre team supports omnichannel operations. These digital roles pay A$100K–A$185K, competing with pure tech companies for talent.
With 12.5 million loyalty program members and deep product categories (auto parts, sporting goods, camping/fishing gear, adventure wear), employees who are genuinely passionate about these categories get significant lifestyle value from staff discounts across all four brands. This cultural fit is a non-trivial retention factor that doesn't appear on any payslip.
In December 2025, 201,810 performance rights lapsed because ROC and EPS vesting conditions were not met. This shows the LTI program has genuine performance gates — not all rights vest. Combined with the Board's exercise of discretion to lapse the CEO's rights on dismissal, employees see that equity compensation carries genuine risk and is not guaranteed.