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Compensation Specialist

Location: Dublin, Ireland

Department: Human Resources Europe

Reports to: Head of Compensation and HRIS – Europe

About the role

This Compensation Specialist job is not any normal job. This newly created role would be ideal for candidates who are a few years into their working careers, who have had worked in Comp. & Bens. in a multi country role for a year or two, have had exposure to implementation and maintenance of policies and procedures, enjoy data analysis and mining, systems implementations and wish to pursue a career in HR that doesn’t involve ER (Employee Relations).

This role, is perfect for someone who wishes to develop their career in a fast moving, recently IPO’d company. The role will offer significant exposure to embedding new policies and procedures in a global company, understanding local business requirements, getting involved in interesting technology implementations and upgrades.


Minimum Qualifications

  • Bachelor’s degree in Human Resources, Business or related area or equivalent work experience.
  • Experience in analyzing compensation data and utilizing job evaluation processes to determine job worth and market price.
  • Demonstrated ability to manage multiple large scale projects/commitments independently
  • Experience in interpreting and incorporating HR policies and procedures into practice
  • Experience defining and understanding the needs of the business and translating those to actionable steps
  • High level of understanding of HR Compliance issues and comfortable with respectful enforcement of compliance
  • Ability to assess and / or develop HR metrics relevant to the business
  • Proficient with HRIS systems, reporting and potential configurations
  • Strong interpersonal skills and ability to influence
  • Curiosity to learn and stay current on HR issues
  • Strong attention to detail
  • A high level of proficiency in MS Office tools and data analysis software


Essential Functions

  • Work with the compensation team to support the annual base pay increase and short term incentive processes.
  • Use compensation guidelines and procedures to determine salary offers for internal and external hires internationally.
  • Play a role in the creation and review of compensation policies and processes to ensure legal compliance and fairness. Be a key stakeholder in regionally specific compliance work streams.
  • Assist with and/or coordinate HR system projects and implementations
  • Act as back up to payroll co-ordination and approval.
  • Serves as the department’s liaison to HR Business Partners, as well as central point of contact for pan European/ global processes, projects and communications related to HR business operations
  • Supports the HR Business Partner staff to resolve issues, interprets Global HR policies and procedures and recommends effective course of action
  • Identifies optimal solutions that meet the needs of the HR functions by recommending process improvements, system enhancements and alternatives based on specific needs.
  • Responsible for the creation and maintenance of HR work flows (e.g. Merit and Short Term Incentive, Recruitment, performance management) and adherence to process
  • Non-Essential Functions
  • Perform related projects and duties as assigned


Working Conditions

  • Office environment.
  • Must be able to speak audibly and intelligibly on the telephone and in person
  • Must be able to manipulate (manual dexterity) a telephone headset, calculator, and computer keyboard, paperwork, etc.
  • Must be able to see to read related documentation
  • Must be able to establish and maintain productive, positive and cooperative relationships
  • Must be able to sit for long periods of time
  • Must be able to travel domestically less than 5% of the time.


Organizational Relationships

Reports directly to the Head of Compensation and HRIS – Europe.

To Apply

Click the link below to apply



The preceding position description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employee assigned to this position.

EVO Payments International is an equal opportunity employer, committed to the hiring, advancement and fair treatment of individuals without regard to race, color, religion, gender, sexual preferences, age, national origin, ethnicity, disability or veteran status, or any other protected status designated by federal, state, or local law.

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EVO aims to operate an inclusive recruitment processRegardless of your background or needs. If you need adjustments making to your working environment, we’ll do everything we can to support you.


Pre-Employment Screening

Attracting and selecting the best talent is key to EVO’s growth as a successful global organisation. As part of our selection process candidates can expect a number of stages that they will be guided through by our recruiters when they are successful in being shortlisted.  When a formal offer is made we will ask you to complete our pre-employment screening, which is essential for everyone joining EVO.  You will be guided through the pre-screening with our Partner HireRight. Some variations apply across geographies but typically we are looking for your right to work in the location  you are applying for, proof of residency, credit history and any unspent convictions. Any information that comes to light is treated confidentially and addressed on an individual basis.