Senior Compensation Specialist

Re:work; Letterkenny; Hybride; EUR 65 000 - 90 000; Plein temps

Avantages offerts par ce poste

Hybrid work arrangement

Salary range disclosed to candidates

Résumé du poste

Re:work in Letterkenny offers a hybrid role within the Total Rewards team focused on compensation analytics and forecasting, annual pay reviews, and managing the grading and pay framework. You will work with Finance, People Operations, and HR leaders across regions, ensuring accurate benchmarking and compliant pay practices, with two onsite days and flexible scheduling.

This role suits a detail-oriented compensation professional who can handle multiple projects to deadlines and contribute to EU

Qualifications

• 5+ years in a specialist compensation role within an HR/People team.
• Experience applying EU Pay Transparency Directive requirements in practice.
• Experience benchmarking compensation using salary surveys (e.g., Aon/WTW).
• Strong Excel modelling skills including lookups, sums, and charts.
• Experience with reporting tools such as Visier or Power BI.
• Experience running multiple compensation projects to tight deadlines.

Responsabilités

• Be the primary contact on EU Pay Transparency, translating requirements into operational steps.
• Lead the annual pay review end-to-end for your areas, including pay rises, bonuses and LTIs.
• Build reliable reports and models to forecast headcount and pay costs from accruals to scenario analysis.
• Maintain job architecture and market data to ensure benchmarking feeds compensation structures.
• Explain the grading and pay framework to stakeholders within the People team.

Connaissances

Excel

Power BI

Data analysis

Communication to leaders

Attention to detail

Outils

Visier

Power Pivot

Aon salary surveys

Description du poste

Letterkenny | Hybrid, two days a week onsite, on days you choose

Overview

Our client is looking for a compensation specialist to join its Total Rewards team in Letterkenny. The role covers compensation analytics and forecasting, the annual pay review and the upkeep of the grading and pay framework, so it suits someone who enjoys running established processes well and finding better ways to run them. It reports to the EMEA Compensation lead, based in London, and works closely with a US-based compensation and analytics counterpart.

What's on offer

• Hybrid working, with two days a week onsite in Letterkenny, on days you choose
• Salary range and benefits shared with candidates before screening

About the business

Our client is a large global organisation whose People team, including its Total Rewards function, operates across multiple countries.

The role

The role sits within Total Rewards, part of the wider People team, and looks after compensation for a defined set of business areas, with a focus on EMEA and the business's EU pay transparency work. Your closest working relationships will be with Finance, People Operations and the HR leaders who support each area. The wider Total Rewards team is spread across several countries, so you'll see how pay is set and managed in very different markets, and your hours will sometimes need to stretch to fit the team's priorities. Much of the work follows a set annual calendar, with room to rethink how it's done wherever a better approach would help the business.

What you'll be doing

• Be the person senior HR and business stakeholders turn to on the EU Pay Transparency Directive, turning its requirements into practical steps and making sure the grading and pay framework stays on the right side of them
• Run the annual pay review for your areas end to end, covering pay increases, bonus and long-term incentive decisions, promotions and the link to performance
• Build a simpler, more reliable way to report and forecast headcount and pay costs, from accruals through to modelling
• Keep job architecture and market data matching in good order, so benchmarking feeds reliably into compensation structures
• Answer compensation questions from across the People team as they come up, and explain the grading and pay framework so colleagues can apply it with confidence

What we're looking for

• Five or more years in a specialist compensation role within an HR or People team
• Benchmarking experience using Aon or WTW salary survey data
• Excel skills strong enough to build and maintain complex pay models, including lookups, conditional sums, Power Pivot and charting
• Working knowledge of a people analytics or reporting tool, for example Visier or Power BI, with room to grow those skills here
• Experience presenting pay analysis to leaders in a way that shapes their decisions, with the accuracy to stand behind every figure
• Examples of improving a compensation process or solving a pay problem in a new way
• Experience running several compensation projects in parallel to fixed deadlines in a busy team, and the flexibility to work longer hours when the workload calls for it