Compensation Analyst
Manpower View all jobs
- Galway
- €22.00-30.00 per hour
- Permanent
- Full-time
This role supports the end-to-end execution of the PES annual compensation framework and bonus plan operations. The position partners closely with GTM, global and regional operations, Revenue Operations, HR, and PES leadership to ensure accurate role mapping, hierarchy maintenance, target-setting system upkeep (IBP), and quarterly actuals population and reporting.
- Build and maintain a working understanding of PES strategic priorities, organizational set-up, and PES GTM roles.
- Develop familiarity with the annual compensation framework and PES bonus plan, including KPI definitions and KPI set-up by role.
- Coordinate compensation-related topics and execution activities with cross-functional stakeholders (GTM design and planning, global PES operations, regional Revenue Operations, and HR teams).
- Orchestrate regular data validation and confirmation with PES leaders and HR to ensure accurate capture of employee data (role mapping, role changes, reporting line changes, attrition, and related updates).
- Maintain organizational hierarchy and the population of PES revenue-generating roles within the target-setting system for bonus plans (IBP) at year start and throughout the year as changes occur.
- Support quarterly actuals population for the Seller Partner Manager role (approx. 90 colleagues globally and ~160 in regions), ensuring high data accuracy and timely completion.
- Deliver regular reporting and data quality checks to ensure ongoing accuracy and traceability of compensation-related data.
- Data accuracy is maintained at a high standard for role mapping, hierarchy, and quarterly actuals population, with issues identified and corrected proactively.
- Quarterly cycles and in-year updates are delivered on time, with clear status tracking and stakeholder communication.
- Cross-functional coordination runs smoothly, with documented inputs/approvals from PES leadership and HR and minimal rework.
- IBP (target-setting system) population and hierarchy updates are kept current as organizational changes occur.
- Reporting is consistent, transparent, and supports downstream compensation operations and decision-making.
- Experience supporting compensation operations, sales incentive/bonus plan administration, or revenue operations processes.
- Strong attention to detail and comfort working with complex people and organizational data (role mapping, hierarchies, reporting lines).
- Ability to coordinate across multiple stakeholders and manage recurring operational cadences (monthly/quarterly cycles).
- Analytical and reporting skills; able to validate data, explain variances, and document assumptions.
- Systems aptitude; ability to maintain data in target-setting/compensation tools (e.g., IBP) and related trackers.
- Profound Excel knowledge (e.g., pivot tables, lookups, data cleaning, and reconciliation).