Step 1 to EU pay transparency: the talent you’ll need to audit your existing pay data
As organisations across EU member states prepare for the EU pay transparency directive, the first and most critical step is to understand where you currently stand. A thorough pay audit of your existing pay structures and pay practices is essential, not just to meet the directive’s requirements but to build a foundation for fair pay, pay equity and transparent pay.
This process helps uncover pay disparities, pay inequalities and risks that may be hidden in your current compensation framework. It also sets the stage for gender pay gap reporting, ensuring your business is aligned with the principle of equal pay and ready to demonstrate compliance with national law.
But this isn’t just about avoiding non-compliance. It’s about building trust, improving employee engagement and strengthening your employer brand through proactive DEI initiatives.
What does a pay audit involve?
A robust audit goes beyond surface-level analysis. It includes:
- Reviewing pay levels across all categories of workers
- Comparing average pay between genders and job functions
- Evaluating pay practices for consistency and fairness
- Identifying gaps in pay information, salary history usage and pay progression
- Ensuring equal pay for equal work and work of equal value using gender-neutral and objective criteria
- Reviewing job architecture, job descriptions, job titles and job levels to ensure alignment with your pay policies
This is also the time to assess your job evaluation methodology and create a clear roadmap for remediation. In some cases, a formal pay assessment or joint pay assessment may be required, particularly where worker representatives or employee representatives are involved.
Key talent to lead your pay audit
To carry out this work effectively, you’ll need specialist HR talent with analytical expertise and a deep understanding of compensation frameworks. Here are the roles to prioritise:
Compensation and Benefits Analyst
These professionals are central to identifying pay differences, benchmarking against market standards and supporting remediation strategies. They work with salary ranges, pay ranges and internal data to ensure your compensation strategy is both competitive and compliant.
Skills required
- Strong Excel and data modelling skills
- Familiarity with job evaluation and benchmarking tools
- Understanding of pay equity, variable pay and regulatory frameworks
Salary expectations in Ireland
- EUR 60,000 – 80,000 annually
- EUR 230 – 360 daily rate
People Analytics Specialist
This role is growing rapidly as businesses seek to make data-driven decisions. These specialists help HR teams interpret complex pay data, visualise trends and build predictive models to support strategic planning and performance management.
Skills required
- Proficiency in tools like Power BI, Tableau or Alteryx
- Experience with HRIS and data integrity
- Ability to translate data into actionable insights for stakeholders, including worker representatives
Salary expectations in Ireland
- EUR 50,000 – 70,000 annually for Analysts
- EUR 200 – 300 daily rate for Analysts
- EUR 60,000 to 100,000 for Managers
- EUR 270 – 380 daily rate for Managers
Total Rewards Executive or Manager
These professionals take a holistic view of compensation, benefits and incentives. They ensure your pay practices align with business goals and employee expectations and often lead the development of an action plan to address gaps and support retention.
Skills required
- Strategic thinking and stakeholder engagement
- Deep knowledge of pay structures, benefits and compliance
- Experience with pay assessments, joint pay assessments and transparent pay frameworks
Salary expectations in Ireland
- EUR 85,000 – 120,000 annually for Managers
- EUR 350 – 500 daily rate for Managers
Where to find the right talent
The best candidates for these roles are often passive. They’re embedded in organisations, leading change and delivering results. That’s why working with a specialist HR recruitment consultancy like Frazer Jones is essential.
We have deep networks across Ireland and the European Union and we understand the nuances of each role, from technical skills to cultural fit. Whether you’re hiring for a permanent position or need interim support, we can help you find the top talent to lead your pay transparency journey.
In some cases, considering an interim role is the most effective way to approach compliance with the directive. An experienced HR professional with the right skillset may only be needed for a short period while the business becomes compliant. If your existing HR team is strong, long-term support may not be necessary. We’re now equipped at Frazer Jones to provide top interim talent in Ireland, helping businesses access flexible expertise exactly when they need it.
Final thoughts
Auditing your pay data is more than a compliance exercise, it’s a strategic opportunity to build equal pay, trust and resilience into your organisation. By investing in the right talent and tools, HR leaders can lay the groundwork for lasting change and meet the EU directive with confidence.
Need help hiring for your pay audit team?
