Total Rewards Associate Director

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Date: Oct 15, 2026

Location: Dublin 4, Ireland, IE

Company: Digicel

 

About Digicel

Digicel is a leading digital connectivity and communications provider, delivering modern wireless and fibre networks across 25 markets in the Caribbean, Central and South America. Serving nine million customers through mobile, home, and business solutions, we play a critical role in enabling economic participation and digital inclusion in the region. Our commitment to strong governance, inclusive access, and long-term value creation is embedded in how we operate every day. Backed by our DIGI values - Diversity, Integrity, Growth, and Innovation - our 5,000 employees are focused on driving impact for the customers, communities, and countries we serve.

 

Visit www.digicelgroup.com for more.

Job Profile

 

Why this role Matters:

 

We are seeking an Organizational Effectiveness & Total Rewards Associate Director to shape how our organization is designed, planned, rewarded, and enabled through technology. In this role, you will partner with senior business leaders and functional stakeholders to translate business strategy, workforce priorities, and financial objectives into effective organizational structures, workforce plans, job architectures, and total rewards programs that drive enterprise performance. 

Leveraging workforce analytics, people-cost insights, market intelligence, and HR technology, you will help leaders make informed decisions that enhance organizational effectiveness, strengthen talent outcomes, and optimize workforce investments. You will also play a key role in modernizing processes through automation, advanced analytics, and responsible applications of artificial intelligence. 

This opportunity is ideal for a commercially minded HR leader who combines strategic thinking, analytical rigor, stakeholder influence, and disciplined execution. You will have the opportunity to build scalable capabilities, strengthen governance, improve the employee and leader experience, and contribute directly to sustainable business performance across a complex, multi-country environment. 

 

Area of Impact

 

  • Partner with business leaders to design organizational structures, workforce strategies, and total rewards programs aligned with business and financial objectives. 

  • Lead workforce planning and people-cost management activities, including budgeting, forecasting, scenario modeling, and workforce investment analysis. 

  • Develop and maintain job architecture frameworks, market-based compensation structures, pay equity practices, and benefits programs that support organizational goals. 

  • Generate actionable insights from workforce, financial, productivity, and talent data to inform decision-making and organizational priorities. 

  • Establish governance frameworks, decision rights, and operating standards across organizational design, workforce planning, total rewards, workforce analytics, and HR data management. 

  • Drive cross-functional initiatives that improve organizational effectiveness, operational efficiency, and employee experience. 

  • Leverage HR technology, analytics, automation, and artificial intelligence to improve decision quality, streamline processes, and strengthen workforce insights. 

  • Influence and collaboration with stakeholders across Human Resources, Finance, Technology, Legal, and business functions within a matrixed environment. 

 

 Required Experience & Qualifications  
 

10+ years of progressive experience in organizational effectiveness, workforce planning, job architecture, compensation, and benefits across complex, multi-country and/or multi-business-unit environments, with a proven track record of delivering organizational design, workforce planning, and total rewards solutions that improve organizational effectiveness and business performance. 

  • Ability to leverage workforce, financial, productivity, and talent data to inform organizational design, workforce strategy, and business decision-making. 

  • Leadership of people-cost management processes, including budgeting, forecasting, scenario modelling, and executive advisory on organizational effectiveness, job architecture, and compensation matters. 

  • Design of compensation, benefits, job architecture, market pricing, pay equity, and related people programs. 

  • Establishment of governance frameworks, decision rights, and operating standards across compensation, benefits, organizational design, workforce analytics, and HR data management. 

  • Application of HR technology and HRIS platforms, analytics, automation, and artificial intelligence to improve decision-making, operational efficiency, and employee experience. 

  • Proven ability to lead cross-functional initiatives and influence senior stakeholders across Human Resources, Finance, Technology, Legal, and business functions within matrixed organizations. 

 

Education 

Bachelor’s degree in Business Administration, Human Resources, Economics, Finance, Industrial/Organizational Psychology, Data Analytics, or a related discipline. An advanced degree and/or professional certifications in compensation, rewards, HR analytics, organization design, workforce planning, project management, or change management are preferred.

 

 

What Success Looks Like 

Success in this role is measured by the ability to align organizational structures, workforce plans, and rewards programs with business needs; improve workforce and people-cost decision-making; strengthen governance and operational efficiency; and enable leaders to make informed decisions supported by data, analytics, and measurable business outcomes. 

This role is ideal for a leader who enjoys connecting organizational strategy, workforce planning, total rewards, analytics, and technology to build a high-performing organization and deliver lasting business impact.

 

 

DISCLAIMER:

 

This job description indicates the general nature and level of work expected of the incumbent.  It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent.  Incumbent may, and probably will be asked to perform other duties as required.  Each employee, regardless of classification, is required to maintain a safe, orderly and clean workplace, using safety precautions and observing safety rules at all times.


Job Segment: Data Management, Change Management, CSR, Project Manager, HRIS, Data, Technology, Management, Human Resources

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