About Us

iHRDirEx is a wholly Australian owned management consultancy specializing in developing leading edge Director and Executive rewards and performance management practices.

Collectively, we call these practices  - Defensible Reward Strategies.

iHRDirEx is part of the iHRGroup of companies.  The iHR Group  includes; iHRAustralia, iHRAsia and iHRDirEx.

The iHR Australia provides a range of human resources consultancy, outsourced human resource management, Director and Executive Rewards Management and people oriented educational services across the South East Asian region. 

iHR Australia has  specialized practices in;

• contracted Outsourced HR Management,
• Employee Relations and
• Occupational Health and Safety

The iHR Group is pre-eminent in training executives to recognise and systematically  reduce bullying and embedded employee harassment behaviours.

iHRAsia has resident offices located in both Melbourne and Bangkok which service  our Asian clients.

Our IHRDirEx Mission

Our Mission is to work closely with clients to build Defensible Reward Strategies  that can be presented, with pride, to all stakeholders.

Defensible Rewards Strategies

Defensible Reward Strategies  form a clear and transparent example of our client's commitment to  reputable and defensible  Corporate Governance rewards practices.

Typically, our initial client engagement is to audit existing reward structures.  We then work with clients to design,  model and implement a specifically tailored set of  Defensible Reward Strategies which will drive quantifiable, targetted improvements in Board, Executive and business performance outcomes.

 Defensible Reward Strategies are designed to clearly articulate the different reward structures and rewards rationales for both Boards of Directors and for key Executives.

 Defensible Reward Strategies balance the interests and reward expectations of all internal stakeholders, including; Directors, Executives and internal staff.

Defensible Reward Strategies are designed to be easily explained and linked to the legitimate financial expectations of the organization's current and potential external stakeholders.

Defensible Reward Strategies are a key psychological trust building mechanism. 

Defensible Reward Strategies must be:

• simple, clear, transparent and easy to understand;
• psychologically motivating for all participants;
• able to meet any external expert tax or legal scrutiny;
• robust and stable, so they are sustainable over time, and, importantly,
• able to reasonably balance the  interests of both internal and external stakeholders