Senior Manager - Reward, Irish Life, Fixed Term Contract - 18 months
Dublin, IE
- Full Time Fixed Term Contract position - 18 months duration
- Hybrid role based in our City Centre offices
What we offer
We have embraced a hybrid working model for most of our positions, which means that you can enjoy a balanced approach of working from home for part of the week and working from the office for the remainder of the week.
We offer a comprehensive benefits package including competitive salaries and bonuses, robust Learning and Development support, excellent Defined Contribution pension and comprehensive Wellbeing initiatives and support to name but a few.
Further details on our benefits package can be accessed here Benefits (life-careers.com)
At Irish Life, our purpose is to help people build better futures. Our company values shape everything we do and underpin our vision of being the driving force behind Ireland’s financial, physical, and mental well-being.
We believe in doing the right thing—acting with integrity and making fair, responsible decisions. We aim high, setting ambitious goals and find better ways to innovate and improve. Our customers are at the heart of everything we do and we are dedicated to understanding their needs and exceeding their expectations. Achieving this is only possible when we work best together—in a supportive, collaborative environment where every idea and contribution is valued.
Role Overview
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.
Team Background
What you will help us to achieve
1. Plan, 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.
2. 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.
3. 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.
4. Prepare reports/information to deliver relevant & accurate information and recommendations to HR colleagues and Senior Executives across the group as required.
5. 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.
6. Lead strategic annual Reward projects and participate in various HR Projects as required, supporting the broader HR agenda both locally and globally.
7. 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.
8. 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
Key Competencies
About us
Irish Life is one of Ireland’s largest financial institutions with a presence across a range of financial services markets. We are one of Ireland’s leading financial services groups with over 1.5 million customers. For over 80 years, we’ve been helping people to look after their life insurance, pension and investment needs, and more recently their health insurance.
It is a subsidiary of Great-West Lifeco and a member of the Power Financial Corporation group of companies.
We are proud of our culture of developing and supporting the growth and professional development of our people. The focus has resulted in a team of top talent with high standards, positioning us at the forefront of our industry.
Irish Life is proud to be an Equal Opportunities employer. We have created an environment of inclusion and growth to help people achieve their potential, to ensure they can bring their whole selves to work and to feel valued. We celebrate diversity of thought and perspective and want all of our employees to feel valued, respected and supported. We have built a culture that promotes equality and inclusion for all of our current and future employees and strive to ensure that our behaviours, processes and practices are aligned to this culture.
If you require any accommodations during the recruitment process please contact lifecareers@irishlife.ie and we will be delighted to ensure you are fully supported to be your best
The company reserves the right to draw up a shortlist as part of the selection process. The selection process employed will be at the discretion of the Group.
ILGL supports Equal Opportunity.