Helia Group appoints Mark Senkevics as CEO from December 2026 and Craig Ward as CFO from July 2026, outlining detailed remuneration and transition plans amid ongoing leadership changes.
- Mark Senkevics named CEO effective December 2026
- Craig Ward appointed CFO from July 2026
- Senkevics’ fixed remuneration set at $900,000 plus incentives
- Interim CEO Michael Cant to retire post-transition
- Senkevics brings 25+ years insurance experience across APAC
Leadership Transition at Helia
Helia Group Limited (ASX:HLI) has confirmed Mark Senkevics as its new Chief Executive Officer and Managing Director, effective on or before 1 December 2026. Senkevics will succeed Michael Cant, who has served as Interim CEO since July 2025 and whose contract will be extended to ensure a smooth handover before his retirement from full-time executive roles.
Craig Ward, currently Interim CFO since July 2025, will formally step into the Chief Financial Officer role from 1 July 2026, solidifying the company’s executive leadership ahead of Senkevics’ arrival.
Senkevics’ Experience and Vision
Senkevics brings over 25 years of insurance industry expertise, having held senior leadership roles across Australia, New Zealand, and Asia-Pacific. His recent tenure includes executive positions at Steadfast Group and Swiss Re Group, where he led underwriting operations and regional management.
He expressed enthusiasm about joining Helia during a pivotal period for Australia’s home lending and ownership landscape, highlighting the company’s strong heritage and commitment to being the nation’s most trusted risk partner for home lending.
Compensation and Incentive Structure
Senkevics’ employment contract sets his total fixed remuneration at $900,000 per annum, inclusive of superannuation. He will be eligible for both Short Term Incentive (STI) and Long Term Incentive (LTI) plans, with STI targets at 80% of fixed pay and a maximum of 160%, and LTI grants capped at 100% of fixed remuneration.
The STI includes a deferral mechanism where half of the award is paid in cash and the remainder delivered as restricted shares, subject to continued employment and risk-related vesting conditions. The LTI grants, subject to shareholder approval, will vest over a four-year performance period with similar risk and performance hurdles.
Additionally, Helia has structured replacement awards to compensate Senkevics for incentives forfeited from his previous employer. These include a cash payment of up to $270,000, restricted shares worth $180,000 vesting in 2028, and share rights valued at $600,000 pending shareholder approval in 2027. These awards are heavily equity-based and contingent on performance and service conditions.
Governance and Contractual Terms
The contract mandates a six-month notice period from either party, with provisions for immediate termination in cases of serious misconduct. Post-employment, Senkevics will be subject to a 12-month non-compete and non-solicitation clause. He is also expected to accumulate shares equivalent to 200% of his fixed remuneration within five years, aligning with Helia’s shareholding policy.
Helia Chair Leona Murphy acknowledged Senkevics’ appointment as a strategic move to build on the company’s 60-year legacy, while thanking Michael Cant for his leadership during a transitional phase. Cant’s departure marks the end of a significant chapter, as he shifts focus to non-executive roles.
Bottom Line?
Helia’s leadership reshuffle positions the company for continuity amid market shifts, but Senkevics’ impact on strategy and performance will unfold over the coming years.
Questions in the middle?
- How will Senkevics’ extensive APAC experience influence Helia’s strategic direction?
- What operational changes might follow the leadership transition in a competitive LMI market?
- How will the market respond to Helia’s executive remuneration structure amid evolving shareholder expectations?