Reward & Pay Analytics Specialist - EU Pay Transparency

For our client Evondos we're looking for a Reward & Pay Analytics Specialist Purpose of the assignment Our client has graded every role with the Mercer IPE framework and has a job description for every role. A Mercer pay band tool shows base pay and incentives against the market per country, the internal data has been checked, and Mercer has completed the EU Pay Transparency analysis in Excel. The data work is done. What is missing is an experienced reward analyst who can analyse it, tell us where the real gaps and risks are, set out options for the Group Executive Team on how to move closer to the market (with costs), and explain what the organization needs to do to comply with the EU Pay Transparency Directive. Assignments 1. Data check * Run a short reconciliation (for example a lookup of HRIS pay data against the Mercer pay band tool) to confirm that everything matches, and note any exceptions. The data is expected to be correct, so this should take no more than a day or two. 2. Market positioning analysis * Analyse base pay and short-term incentives / total cash against the Mercer market data by country, grade, job family and function. Long-term incentive plans (LTIPs) are out of scope. * Show where people sit in their pay bands (compa-ratios), who is clearly above or below market, and where there is pay compression or internal inequity. * Produce a separate analysis for each priority function (for example Customer Support, Technology, Sales and Finance) with clear findings for the function leaders and the CPCO. 3. EU Pay Transparency * Read and interpret the Mercer EU Pay Transparency Excel: explain the gender pay gap findings by category of equal or equivalent value and what is driving them. * Explain in plain language what the organization must do under the Directive in each country (for example pay gap reporting, joint pay assessment if gaps exceed the threshold, pay range disclosure in recruitment, employee right to information) and set out a prioritised action plan with owners and timeline. * Flag any topics that need Legal or Works Council input (for example in the Netherlands). 4. Options for the Group Executive Team * Develop three to four distinct, costed options for moving closer to the market, with cost, phasing, risks and the impact on retention and hiring for each. * Give a clear recommendation and a sensitivity view, and agree the assumptions with FP&A. * Write the options paper and GET presentation, and support the CPCO in the GET discussion. 5. Handover * Document the approach and the key files so P&C can repeat the analysis next year, and walk the P&C team through it, including how AI can be used responsibly on pay data. Most important outcomes / results required from the role * A clear, evidence-based picture of where the organization pays against the market by country, grade and function, and where the problems lie. * A GET-ready options paper and presentation, with costed and realistic alternatives and a clear recommendation the team can decide on. * Function-level analyses that leaders can use in their planning. * A clear explanation of what the EU Pay Transparency Directive requires of the organization, and a prioritised action plan with owners and timeline. * A P&C team that understands the analysis and can repeat it. Job-specific Skills & Knowledge Essential * Significant experience (typically 8+ years) in compensation or reward, including hands-on analysis of pay data in an international, multi-country environment. Has done this kind of analysis and executive options paper before. * Strong working knowledge of Mercer pay data and tools (IPE grading, market data, pay positioning) or an equivalent benchmarking system. * Hands-on experience of EU Pay Transparency Directive requirements and pay equity analysis (gender pay gap, equal value, pay range structures). * Proven experience preparing options and recommendations for an executive team, including costing scenarios. * Advanced Excel (modelling, lookups, pivots); able to build clear, auditable analyses. * Experience of benchmarking base pay, bonus and commission. * Fluent business English; excellent written and visual communication. * Discretion and a track record of handling confidential salary data. Desirable * Experience of using AI to analyse HR data, and of coaching others to do the same. * Experience in scale-up, healthcare, medtech or technology companies; familiarity with Nordic, Dutch or UK markets. * Finnish or another Nordic language is an advantage but not required. * Integrity and discretion with sensitive information; courage to give honest advice. Suggested plan Ready: Mercer IPE grading and job descriptions for all roles, the up-to-date Mercer pay band tool, checked internal data, and Mercer's EU Pay Transparency analysis in Excel. Out of scope: LTIPs. Data access Secure access to pay data as agreed; confidentiality and data protection agreement signed before start. AI tools only within the approved environment. Week 1 Kick-off; quick data reconciliation; market positioning by country, grade and function. Week 2 Function analyses; interpret the EU Pay Transparency Excel and draft the action plan. Week 3 Options design and costing with FP&A; recommendation; interim review with the CPCO. Week 4 GET options paper and presentation; documented approach and handover to the P&C team. Deliverables * Short data reconciliation note * Market positioning analysis by country, grade and function, with a separate view for each priority function * Explanation of the EU Pay Transparency findings and a prioritised action plan * GET options paper (3 to 4 costed options and a recommendation) and presentation * Documented approach and a handover session for the P&C team Duration: Up to 4 weeks full-time (about 15 to 20 working days). Start: As soon as a suitable person is found. Location: Remote, with online meetings with the CPCO and country P&C leads. Visits t