This is an exciting opportunity to lead the Reward team in implementing the reward strategy, delivering on both business as usual objectives and a broad range of reward projects to ensure that the company's reward policies and practices are in line with the company's strategy and market practice. This is a fixed term contract opportunity of 18 months durationTeam BackgroundWhat you will help us to achievePlan, lead and implement the annual compensation review process, including salary policy development, annual bonus process, annual salary review process, share scheme and analysis of market data for eligible employees in all GWL group companies in Ireland.Co-ordinate European senior management compensation in cooperation with the UK Reward team and Head of Reward and Benefits, including the Management appointment (Promotion) process for Ireland.Manage the review of employment legislation, survey results, market trends and forecasts to assess the impact on the Company's reward strategies and management of any changes required.Prepare reports/information to deliver relevant & accurate information and recommendations to HR colleagues and Senior Executives across the group as required.Lead the development of remuneration structures which are required following market review, significant internal restructures or acquisitions, including identifying appropriate salary ranges, bonus, car, pension and health offerings.Lead strategic annual Reward projects and participate in various HR Projects as required, supporting the broader HR agenda both locally and globally.Build and maintain strong relationships with internal and external parties responsible for the delivery of Reward mechanisms, including advising our HRBP team and key People Leaders on the Reward offerings for new hires, internal transfers and bespoke roles.Oversee the investment bonus scheme and Solvency II calculations and deferrals process to ensure compliance with all Solvency II / Remuneration Policy requirements, and the Job Evaluation and Grading committee process for new and revised roles at all levels in the organisation to support Pay Transparency Directive.What you will need to be successful in the role• Significant Reward experience with expert knowledge of end to end compensation and benefits strategies, ideally in a large organisation• Proven experience in managing annual reward cycles, including pay reviews, bonus plans, and market benchmarking.• Strong People Management experience with the ability to coach and develop team members• Strong Stakeholder management and influencing skills, have the confidence and ability to build relationships, present data driven recommendations and influence senior stakeholders• Experience carrying out detailed research in order to analyse and make recommendations to existing solutions or to create new solutions• Proven expertise in reviewing and re-engineering existing reward processes, leveraging technology to increase efficiency, accuracy, and scalability• Demonstrable experience operating with highly confidential and sensitive information with tact and diplomacy• Excellent communication and collaboration skills• Excellent attention to detail• Degree qualified (HR or Financial) / CIPD is desirable but not essential