Need to Hire a Head of Total Rewards? Here’s What You Need to Know
| HR Hire has seen the conversation around HR and the focus on people and culture, move firmly into the Irish boardroom. |
One area where this shift is most visible is in how organisations think about reward. Pay, benefits and flexibility have always been central to the employee experience; what has changed is the way organisations now approach them as strategic drivers of attraction, retention and performance.
Today, Total Rewards is firmly embedded in business strategy, shaping how employers position themselves in a highly competitive talent market. That’s why the Head of Total Rewards role has emerged as one of the most sought-after and business-critical HR appointments we’re working on with clients across Ireland.
What does a Head of Total Rewards do?
A Head of Total Rewards oversees the design and delivery of an organisation’s entire employee value proposition. Their remit typically includes:
Compensation and pay strategy – designing pay frameworks, benchmarking against Irish and international markets, and ensuring internal equity.
Benefits and pensions – structuring benefits that support wellbeing, financial security and flexibility for diverse workforces.
Recognition programmes – introducing initiatives that drive performance, engagement and loyalty.
Wellbeing and flexibility – aligning flexible working, leave policies and wellness supports organisational culture and employee needs.
Analytics and workforce insights – using reward data, pay gap analysis and market trends to inform business strategy.
At senior level, the role is highly commercial, balancing cost management with talent attraction and retention. Increasingly, it also links directly to employer brand and culture strategy, making it one of the most business-critical HR roles today.
Why are Irish organisations investing in Total Rewards?
Several factors are driving demand for senior reward leaders in Ireland:
Talent shortages in key sectors mean competitive salaries alone are not enough. Employees want meaningful benefits, career pathways and work-life balance.
Inflation and cost-of-living pressures have made transparent and fair pay strategies a board-level priority.
Global workforce mobility is pushing Irish employers to benchmark against international markets, not just local competitors.
Hybrid and flexible work models are now part of the reward package itself, with employees expecting greater choice.
As a result, reward strategy is a key lever of organisational performance.
What skills and experience does a Head of Total Rewards need?
Employers in Ireland are looking for candidates who bring:
Strong analytical and financial skills – reward leaders need to work with complex data, modelling and cost forecasting.
Global experience – exposure to multi-country reward frameworks is highly valued, especially for organisations with international operations.
Stakeholder management – the ability to influence senior leaders and boards with evidence-based recommendations.
Strategic HR insight – connecting reward design to wider people strategy, culture and retention goals.
Technical expertise – knowledge of Irish employment law, pensions legislation and compliance requirements.
Tips for Employers and Candidates
Employers
Define your employee value proposition clearly – don’t just benchmark pay, articulate what sets your organisation apart.
Invest in data and benchmarking – candidates expect to see evidence behind your reward decisions.
Move quickly in hiring – this is one of the most competitive HR specialisms in Ireland; delays can cost you the right hire.
Candidates
Highlight global exposure – if you’ve managed cross-border or multi-jurisdictional reward frameworks, make this visible.
Show commercial impact – demonstrate how your strategies improved retention, reduced attrition, or created cost savings.
Build your profile – thought leadership on pay transparency, benefits innovation or reward analytics will set you apart.
At HR Hire, we’re seeing an upturn in demand for Total Rewards specialists and leaders in Ireland. Employers are willing to raise the salary bar for highly-numerate, commercially savvy and globally experienced reward leaders.
If you’re hiring, it’s vital to position your organisation as forward-thinking and transparent in how you approach reward. If you’re a candidate, this is a prime moment to step forward – but you’ll need to bring both technical expertise and strategic vision to compete.
HR Hire works nationwide with employers and candidates in the reward space, helping organisations design packages that truly set them apart.
